What problem does it solve? DevRel has no standard job description or career ladder, so hiring managers often publish gatekeeper or pit-trap postings, run unstructured interviews, and judge candidates by resume instead of shipped work. This Skill produces the four artefacts a hiring manager needs to recruit developer advocates, community managers, educators, and DX engineers with rigor. ## Core Features & Use Cases - Role scorecard and posting: Generates a mission line naming the funding driver, 3-8 quantified ranked outcomes, and 5-7 weighted competencies, then audits the posting against the gatekeeper and pit-trap failure patterns. - Interview loop and question bank: Selects 3-5 formats from the field's verified set (presentation round, take-homes, DevRel-opinion round) matched to the target sub-role, with independent evidence-noted scoring combined mechanically against pre-set weights. - Portfolio and work-sample evaluation: Scores candidates against the six-signal rubric (public writing, speaking, code, community, teaching, developer voice), names negative signals explicitly, and designs paid work samples instead of unpaid spec work. - Use Case: A Series A founder drafting a founding Developer Advocate posting gets it flagged as a pit trap, rewritten with stated resources, ladder, and twelve-month goal, plus a 30-60-90 ramp anchored on a day-30 friction log. ## Quick Start Ask the assistant to design a hiring scorecard and interview loop for your first developer advocate hire at your company stage.
