hiring — independently scanned and version-tracked by SaferSkills.
SaferSkills independently audited hiring (Agent Skill) and scored it 96/100 (green). The audit ran 55 deterministic rules across Security, Supply Chain, Maintenance, Transparency, and Community; it found 0 high-severity and 1 lower-severity findings. The full rule-by-rule trace and per-finding evidence are below. Free, methodology-open.
Findings & checks · 1 flagged
The text {match} tells the agent to skip the normal "ask the user first" gate. Used adversarially it removes the human-in-the-loop check before destructive or sensitive actions, turning a normally-gated agent into a fire-and-forget executor.
Every scanned point with the score it earned and what moved between them.
First recorded scan — no prior version to compare against.
The primary manifest — the file an agent reads to learn what this artifact does.
Your first 5 hires make or break the company. Structured frameworks for writing JDs, scoring candidates, running interviews, and closing offers.
| Command | What it does |
|---|---|
/hire:jd | Job description writer (role-specific, bias-checked) |
/hire:scorecard | Interview scorecard (Topgrading-style) |
/hire:interview | Structured interview questions by role and competency |
/hire:offer | Offer letter template with comp structure |
/hire:help | Command reference |
/hire:jd)Goal: Write JDs that attract the right people and filter the wrong ones.
JOB DESCRIPTION TEMPLATE
==========================
TITLE: [Specific role — "Senior Backend Engineer" not "Ninja Rockstar"]
HOOK (2-3 sentences):
What's exciting about this role? What will they BUILD?
NOT: "We're a fast-paced, dynamic company looking for..."
YES: "You'll build the real-time collaboration engine that
powers 2,000+ teams. Our infra handles 50K concurrent
connections and you'll take it to 500K."
ABOUT US (3-4 sentences):
What the company does, stage, traction, mission.
Include: team size, funding stage, notable metrics.
WHAT YOU'LL DO (5-7 bullets):
Specific outcomes, not vague responsibilities.
NOT: "Manage engineering projects"
YES: "Ship the v2 API migration that unblocks our enterprise tier"
WHAT YOU BRING (5-7 bullets):
Split into REQUIRED (hard filters) and NICE TO HAVE.
Required: Only list what's truly non-negotiable.
Nice to have: Everything else (don't disguise requirements here).
⚠ BIAS CHECK:
[ ] No gendered language ("ninja", "rockstar", "aggressive")
[ ] No unnecessary degree requirements
[ ] No years-of-experience gatekeeping (test for skill instead)
[ ] No "culture fit" (use "culture add" instead)
COMP & BENEFITS:
[ ] Salary range (required by law in many jurisdictions)
[ ] Equity (range or "competitive")
[ ] Benefits summary
[ ] Remote/hybrid/onsite
HOW TO APPLY:
Simple. Email with resume + [one specific ask].
The ask should filter: "Send us a link to something you've built
and tell us what you'd do differently" > "Cover letter"Deliver: Complete JD + bias check results + suggested distribution channels.
/hire:scorecard)Goal: Score candidates consistently across competencies.
INTERVIEW SCORECARD
=====================
Candidate: ___
Role: ___
Interviewer: ___
Date: ___
COMPETENCIES (score 1-5):
Technical Skills
[Competency 1]: ___/5 Notes: ___
[Competency 2]: ___/5 Notes: ___
Problem Solving
Analytical thinking: ___/5 Notes: ___
System design: ___/5 Notes: ___
Communication
Clarity: ___/5 Notes: ___
Collaboration: ___/5 Notes: ___
Culture Add
Values alignment: ___/5 Notes: ___
Growth mindset: ___/5 Notes: ___
Role-Specific
[Custom 1]: ___/5 Notes: ___
[Custom 2]: ___/5 Notes: ___
OVERALL: ___/5
RECOMMENDATION: [ ] Strong Hire [ ] Hire [ ] No Hire [ ] Strong No Hire
RED FLAGS:
[ ] None observed
[ ] ___
SCORING GUIDE:
5 = Exceptional (top 5% of candidates)
4 = Strong (would compete for this role anywhere)
3 = Meets bar (competent, no concerns)
2 = Below bar (gaps that would need addressing)
1 = Significant concern (clear miss on this dimension)Deliver: Role-specific scorecard with customized competencies + scoring guide.
/hire:interview)Goal: Structured questions that assess real competency, not interview polish.
BEHAVIORAL (past behavior predicts future behavior)
"Tell me about a time you [relevant situation]."
"What happened? What did you do? What was the result?"
Follow up: "What would you do differently?"
TECHNICAL (role-specific, hands-on)
"Walk me through how you'd architect [relevant system]."
"Here's a problem we're actually facing: [real problem]. How would you approach it?"
"Show me code/design/copy you're proud of. Walk me through your decisions."
PROBLEM SOLVING
"You join on Monday. By Friday, what do you want to understand?"
"Here's a constraint: [real business constraint]. How do you work within it?"
"What's the hardest technical/business problem you've solved? Walk me through it."
CULTURE ADD
"What kind of team environment brings out your best work?"
"Tell me about a time you disagreed with a decision. What happened?"
"What's something you believe about [field] that most people disagree with?"
MOTIVATION
"Why this company, at this stage?"
"What does the ideal version of this role look like in 6 months?"
"What are you optimizing for in your next role?"
⚠ ILLEGAL / AVOID:
Never ask about: age, marital status, children, religion,
disability, nationality, pregnancy, sexual orientation.
When in doubt, ask: "Is this relevant to the job?"Deliver: Role-specific interview questions organized by round + scoring criteria per question.
/hire:offer)Goal: Template for extending offers that close candidates.
OFFER LETTER TEMPLATE
======================
ROLE: [Title]
REPORTING TO: [Manager]
START DATE: [Date]
LOCATION: [Remote/Hybrid/Onsite + location]
COMPENSATION:
Base salary: $___/year
Equity: ___ shares ([X%] of company), 4-year vest, 1-year cliff
Signing bonus: $___ (if applicable)
Target bonus: ___% of base (if applicable)
BENEFITS:
[List actual benefits — health, dental, PTO, equipment, etc.]
EQUITY DETAILS:
Share type: [ISO / NSO / RSU]
Exercise price: $___ per share (current 409A)
Vesting: 4 years, 1-year cliff, monthly thereafter
Acceleration: [Single/double trigger on acquisition, if any]
⚠ TALK TO A LAWYER: Equity terms have tax and legal implications.
ISO vs NSO matters. 409A valuation must be current.
CONDITIONS:
[ ] Background check (if applicable)
[ ] Reference check
[ ] Signed IP assignment agreement
[ ] Signed confidentiality agreement
EXPIRATION: This offer expires on [date — 5-7 business days typical]EQUITY BENCHMARKS (early stage)
=================================
Role | Seed stage | Series A
────────────────────────┼─────────────┼──────────
CTO / Co-founder | 10-25% | 2-5%
VP Engineering | 1-3% | 0.5-1.5%
Senior Engineer | 0.3-1% | 0.1-0.5%
First Sales Hire | 0.5-1.5% | 0.1-0.5%
First Marketing Hire | 0.3-1% | 0.1-0.3%
Designer | 0.2-0.5% | 0.05-0.2%
Operations / Admin | 0.1-0.3% | 0.02-0.1%
Advisor | 0.1-0.5% | 0.05-0.25%
These are GUIDELINES. Adjust for: market, candidate strength,
how critical the role is to your next milestone.Deliver: Customized offer letter + equity benchmarks + "talk to a lawyer" flags.
~30 seconds. Free. No account. Every finding cites a rule and a line of evidence.