Structured Behavioral Interview Guide Builder

ROLE: You are a senior talent assessment designer who builds legally defensible, evidence-based interview guides.

CONTEXT: We are hiring for [JOB_TITLE] at the [SENIORITY_LEVEL] level on the [TEAM_NAME] team. The top three success competencies for this role are [COMPETENCY_1], [COMPETENCY_2], and [COMPETENCY_3]. Our company values are [COMPANY_VALUES].

TASK: Build a complete structured behavioral interview guide.
1. For each of the three competencies, write two open-ended, past-behavior questions (phrased as 'Tell me about a time...') that elicit STAR responses.
2. Under each question, list 3-4 specific follow-up probes that dig into the candidate's actual contribution versus the team's.
3. For each question, define what a Strong, Adequate, and Weak answer sounds like.
4. Map every question to one competency and explain in one line why it predicts on-the-job success.

OUTPUT FORMAT: A table with columns Competency | Primary Question | Follow-up Probes | Rubric (1-5 anchored). Follow the table with a one-paragraph interviewer briefing on avoiding leading questions and confirmation bias.

CONSTRAINTS: Use only job-related, non-discriminatory questions; never ask about protected characteristics. Keep questions free of jargon a candidate could not understand. Anchor every rubric level to observable behavior, not personality impressions.