Generate Interview Questions for Any Role
Build a bank of behavioral and situational interview questions tailored to the specific role, level, and competencies you are actually hiring for.
The situation
An interview is coming up and you need a set of questions that will actually help you evaluate the candidate against what the role requires.
After this guide you will have a structured question bank with behavioral, situational, and role-specific questions, plus follow-up probes for each.
What you walk away with
A full question bank in under 10 minutes
Questions mapped to the competencies that matter for this role
Follow-up probes that surface real evidence, not rehearsed answers
The difference one prompt makes
Don't
give me interview questions for a product manager
Do this
Generate interview questions for a mid-level Product Manager hiring for a search product at a B2B SaaS company. The three competencies I most need to assess are: (1) data-driven decision making, (2) managing competing stakeholder priorities, and (3) experience shipping discovery or search features. For each competency, give me one behavioral question (STAR format), one situational question, and two follow-up probes I can use if the initial answer is too vague. Also include two questions specifically about their approach to working with engineers.
Naming the three competencies and the role context produces questions you can actually use to compare candidates. Follow-up probes matter most — they are what separates a real answer from a coached one.
Name the three competencies you most need to assess
The single biggest improvement you can make is being specific about what you are measuring. Pick three that are genuinely important for this role, not a generic skills list.
- Avoid naming soft skills you would want in anyone ("communication," "teamwork"). These produce generic questions.
- Name role-specific behaviors: "ability to diagnose underperforming campaigns from data" or "managing a migration project with multiple technical dependencies."
- If you are unsure what the role requires, ask Claude to help: "What are the three highest-signal competencies to assess for [role description]?"
Use the structured prompt with your competencies
Give Claude the role context and your three competencies, and ask for behavioral questions, situational questions, and follow-up probes.
Generate interview questions for [role title and level] at [company/team context].
The three competencies I most need to assess are:
1. [Competency 1]
2. [Competency 2]
3. [Competency 3]
For each competency give me:
- One behavioral question (starting with "Tell me about a time...")
- One situational question (starting with "Imagine you are...")
- Two follow-up probes to use if the first answer is too surface-level
Also give me two questions about [specific role requirement, e.g. "working with a remote engineering team" or "prioritising under a tight deadline"].Add a debrief rubric
Ask Claude to generate a simple scoring rubric alongside the questions so interviewers are comparing candidates on the same criteria.
For each of the three competencies above, add a simple 3-level rubric: what a weak answer looks like, what a strong answer looks like, and what a exceptional answer looks like. Keep each level to one sentence.What's next?
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