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Found 6 Skills
Orchestrates end-to-end interview preparation for senior ML/AI engineers targeting Anthropic and peer companies. Use for prep timeline generation, story coherence across rounds, mock scheduling, and debrief analysis. Activate on "interview prep", "interview loop", "Anthropic interview", "prep timeline". NOT for resume writing, career narratives, or individual round-type practice.
Plans a partnerships career from the candidate side across the field's four sub-disciplines - channel/alliance, affiliate, influencer/creator, referral. Covers the internal-transfer entry tactic, the company-type hiring bar, channel-manager interview-loop prep including the negotiation role-play and the "same deal in December as January" judgment test, job-posting red-flag reads, and offer evaluation gated on live verification since published comp benchmarks disagree by 2-3x. States plainly that no cross-company career ladder is published for this field. Use whenever the user asks how to break into partnerships, prep a partner-manager interview, read a posting, or evaluate an offer. Do NOT use for the hiring/employer side (mbfinotti/partnerships-skills@partnerships-hiring).
Employer-side partnerships hiring across the field's four sub-disciplines - channel/alliance, affiliate, influencer/creator, referral. Calibrates the scorecard to company type (startup generalist, scale-up specialist, enterprise per-hyperscaler headcount, PLG integrations-first), builds the channel-manager loop with its named judgment test and negotiation role-play, sources candidates from the field's job board and communities, and gates compensation on live verification since public benchmarks disagree by 2-3x. States plainly where no documented loop exists for a sub-discipline. Use whenever the user asks how to hire a partner manager, write a partnerships job posting, design an interview loop, or source candidates. Do NOT use for candidate-side prep (mbfinotti/partnerships-skills@partnerships-career).
Employer-side DevRel hiring - writes the job posting and outcome-based scorecard, designs the interview loop and question bank across the field's formats (presentation round, take-homes, DevRel-opinion round), scores a portfolio against the six-signal rubric, designs a paid work sample instead of unpaid spec work, and builds a 30-60-90 ramp anchored on a friction log. Splits by company type and funding driver. Use when the user asks how to hire a developer advocate, write a DevRel job posting, design a loop for a community manager or educator, evaluate a candidate's portfolio, or plan a ramp. Do NOT use for candidate-side prep (samber/developer-relations-skills@devrel-career) or org design (samber/developer-relations-skills@devrel-team-structure).
Employer-side hiring for developer-platform roles - API Product Manager, Platform Engineer/Architect, Partner/Integration Engineer. Disambiguates "platform engineer" first, since the term overwhelmingly means internal developer platforms elsewhere in the industry. Calibrates the scorecard to company archetype (infra/API-first, bolt-on public API, enterprise partner ecosystem), flags a scope-collapse pattern distinct from DevRel's gatekeeper/pit-trap taxonomy, sources from apidays, not PlatformCon's internal-IDP audience, builds the loop from the API-design-vs-system-design interview split, and benchmarks compensation against the general engineering/PM ladder rather than a bespoke platform title. Use when the user asks how to hire a platform engineer, API product manager, or partner/integration engineer, write a posting, or design a loop. Do NOT use for candidate prep (samber/developer-platform-skills@developer-platform-career) or DevRel hiring (samber/developer-relations-skills@devrel-hiring).
Employer-side hiring for tech-event-organizing roles - producer/manager/coordinator, and the community-manager-shaped end of the field. Calibrates the scorecard to operating context (in-house, agency, non-profit/community, or a standing conference business), builds the loop from the general event-planner sequence plus CMX's five-competency set and paid mini-audit work sample, flags the "one hire owns sponsorship, content and production" consolidation pattern seen in postings, sources candidates from general event-industry boards since no tech-specific one exists, and gates compensation on named sources (PCMA, BLS, Glassdoor) rather than a blended figure. Use when the user asks how to hire an event producer or manager, write a posting, design a loop, or hire an event community manager. Do NOT use for candidate prep (samber/dev-event-organizer-skills@dev-event-career) or team org design (samber/dev-event-organizer-skills@event-team-structure).