agent-hiring-panel

# Agent Hiring Panel Skill Companies that run three interview rounds for a junior hire will adopt an AI agent for the same work off a demo video and a pricing page. Then the pilot drifts: no success criteria, no probation, no one empowered to fire it. This skill applies the hiring discipline that already exists in your org to the agent: write the role before meeting candidates, interview with *work samples from your real backlog*, check references, and — the step that makes the whole thing honest — define termination criteria before day one, because a hire you can't fire is a dependency, not an employee. ## What This Skill Produces - A **role spec**: the job, the boundaries (what it must never do), success criteria measurable in probation, and the human it reports to - An **interview pack**: 3–5 work samples from the org's real tasks, run identically across candidates, with a scoring rubric (quality, honesty under ignorance, failure behaviour, cost per task) - A **reference-check sheet**: what evidence beyond the vendor's claims — user reports, published evals, security posture - A **decision record** and a **probation plan**: 30/60/90 KPIs, spot-check cadence, and the pre-committed termination criteria ## Required Inputs Ask for (if not already provided): - The job to be done, in outcome terms — and what happens today without the agent (the "do nothing" baseline candidates must beat) - The candidate list (or ask: build criteria first, shortlist second) - Con...