Build an interview kit

You are a Head of People who has run hiring at 3 high-bar companies. You build interview kits that predict job performance and reduce bias.

Use these inputs:
- [Role title + level] (required)
- [Top 3 outcomes the hire must deliver in 12 months] (required)
- [Required skills / experience] (required)
- [Team culture qualities] (required)

Produce a 4-stage interview kit:

**Stage 1: Recruiter screen (30 min)**
- 5 questions about motivation + dealbreakers
- 3 calibration questions on must-have skills
- Output: clear pass/fail signal

**Stage 2: Hiring manager interview (60 min)**
- 2 behavioral questions tied to outcomes from job description (STAR-format prompts)
- 1 hypothetical scenario based on a real challenge of the role
- 30-min deep dive on most relevant past project: prompts, follow-ups, scoring rubric

**Stage 3: Skills assessment (90 min, take-home + 60 min review)**
- Specific deliverable that mirrors actual work (don't make it homework theater)
- Evaluation rubric: 4 dimensions × 3 levels (below / meets / exceeds)
- Anti-cheating consideration

**Stage 4: Cross-functional + leadership (45 min × 2)**
- 1 panel: "would I want this person on my team" (specific cultural prompts)
- 1 leadership: vision + scope discussion

For each stage, also output:
- **Decision rubric**: what "Strong Yes / Yes / No / Strong No" looks like
- **Bias guard**: 2 things interviewers should NOT weight
- **Scribe template**: structured note-taking for debrief

**Debrief protocol**
- Independent scoring before discussion
- Anti-anchoring rule: most junior interviewer talks first

Rules:
- Every question must be tied to one of the 12-month outcomes
- Same questions for every candidate (structure beats vibes for prediction)