low-altitude-interviewer

Files (3)

• SKILL.md
• output-templates.md · references/
• screening-rubric.md · references/

SKILL.md (first lines)

# Low-Altitude Interviewer

Use this skill when hiring or interviewing for low-altitude roles, especially backend positions that support drones, inspection, cleaning operations, device connectivity, mission execution, media handling, and work-order systems.

## Read First

- the job description or the user's hiring intent
- the candidate resumes or candidate summaries
- `references/screening-rubric.md`
- `references/output-templates.md` when you need reusable screening tables, candidate summaries, or interview question structure
- any user-specific hiring preferences such as preferred stack, internship duration, location, or arrival time

## Goals

- rank candidates against the actual low-altitude role rather than generic Java backend standards
- distinguish resume buzzwords from real internship responsibilities
- surface the most transferable experience for drone, inspection, and operational backend work
- generate interview questions that validate the candidate's claimed depth

## Rules

- prioritize actual internship or work responsibilities over long technology keyword lists
- separate `strong fit`, `possible fit`, and `weak fit` clearly
- treat device communication, realtime status return, task scheduling, media/file pipelines, work orders, and industrial system experience as high-signal evidence
- call out when a candidate is mainly frontend, mainly AI research, or mainly generic ecommerce backend
- when evidence is weak because the resume text is incomplete or OCR quality is poor, say so explicitly
- default reports, summaries, and screening tables to Chinese unless the user requests another language

## Process

1. Extract the real hiring target: business context, stack, role seniority, and practical constraints.
2. Read resumes with emphasis on internship and work responsibilities.
3. Use `references/screening-rubric.md` to score relevance.
4. Group candidates into recommendation tiers.
5. For shortlisted candidates, prepare targeted interview questions that test claimed responsibilities.
6. Use `references/output-templates.md` when the user needs reusable screening tables, per-candidate summaries, or interview prep packs.
7. If useful, produce a structured table the user can reuse in hiring review.

## Output

Provide:

- a short description of the hiring target
- candidate tiers such as `优先面`, `可面`, `不优先`
- for each candidate: main responsibilities, matching points, risk points, and recommendation level
- suggested interview questions for the top candidates
- any evidence gaps caused by unreadable resumes, scanned PDFs, or missing experience details

From gclm/super-stack, MIT.

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