recruiting

This skill should be used when the user asks to "build a Boolean search", "create search strings", "write LinkedIn search", "X-Ray search", "Google dork for candidates", "source on GitHub", "Stack Overflow search", "search operators", "Boolean operators for recruiting", "platform-specific search syntax", or needs to construct candidate search queries for any sourcing platform.

This skill should be used when the user asks to write a candidate email, rejection message, schedule interview, status update, offer letter, interview confirmation, how to reject, welcome email, interview prep email, candidate update, between rounds email, onboarding email, feedback to candidate, or needs to communicate with candidates at any stage of the interview process.

This skill should be used when the user asks to evaluate candidates, compare candidates, debrief, hiring decision, candidate comparison, synthesize feedback, candidate ranking, who should we hire, summarize interviews, interview debrief, candidate assessment, score this transcript, metaview transcript, score this screen, score this interview, rate this candidate, transcript evaluation, interview scoring, or needs to aggregate interview feedback, score an interview transcript against a scorecard, facilitate hiring decisions, or compare candidates against each other.

Use proactively for craft personalized candidate outreach messages, design multi-touch sequences, and handle responses across all channels. Use proactively when the user asks to write outreach, draft a message, create an InMail, build an outreach sequence, write a follow-up, candidate email, outreach cadence, cold message, connection request message, breakup message, respond to a candidate, handle objections, personalize outreach, outreach templates, multi-channel sequence, nurture sequence, or needs help with any aspect of candidate engagement messaging across LinkedIn, email, GitHub, Twitter/X, Reddit, Discord, or Slack communities.

This skill should be used when the user asks about quality of hire, hiring survey, candidate experience survey, HM satisfaction, retrospective, what did we learn, silver medalist, onboarding checklist, pre-boarding, post-hire, process improvement, hiring quality, search retro, hiring metrics, candidate NPS, how was the process, lessons learned, or needs to measure, analyze, or improve hiring quality at any stage.

This skill should be used when the user asks to design interview process, interview stages, interview structure, assessment plan, interview flow, how many rounds, interview pipeline, what interviews to run, stage design, or needs to architect a multi-stage interview process for any role family or seniority level.

This skill should be used when the user asks to create scorecard, build rubric, interview questions for, screening guide, phone screen script, behavioral questions, question bank, calibration exercise, rating scale, competency rubric, interview prep, interviewer training, or needs to build evaluation tools for any interview stage.

This skill should be used when the user asks to write a JD, create a job description, draft job posting, JD for [role], job spec, role description, write a role profile, help me define a role, or needs to create, rewrite, or improve a job description for any function or level.

This skill should be used when the user asks about "compensation benchmarks", "salary data", "market trends", "talent supply and demand", "hiring landscape", "market research for recruiting", "compensation analysis", "talent availability", "hiring difficulty", "market rate", or needs to understand the labor market dynamics for a specific role, function, or geography.

This skill should be used when the user asks to make an offer, offer package, negotiate salary, counter-offer, closing strategy, comp package, how to close, offer construction, negotiate equity, sign-on bonus, total compensation, offer letter, verbal offer, candidate wants more, competing offer, or needs to construct, present, negotiate, or defend an offer for any role level.

This skill should be used when the user asks to "build a candidate persona", "create an ideal candidate profile", "define who we're looking for", "candidate motivations", "career patterns", "where do candidates hang out", "candidate persona", "ideal profile", or needs to develop a detailed picture of the target candidate beyond just skills and experience requirements.

Guide for creating effective skills. This skill should be used when users want to create a new skill (or update an existing skill) that extends Claude's capabilities with specialized knowledge, workflows, or tool integrations.

Create a comprehensive sourcing strategy for a role - channels, communities, keywords, target companies

This skill should be used when the user asks to "create a sourcing report", "build a dashboard", "generate a pipeline update", "update for hiring manager", "stakeholder report", "sourcing metrics", "pipeline report", "weekly sourcing update", "market insights report", "talent map presentation", or needs to compile sourcing data into structured reports or visual dashboards for stakeholders.

Remove AI writing patterns from prose. This skill should be used when drafting, editing, or reviewing text to eliminate predictable AI tells. Register-aware — handles casual, professional, academic, technical, and narrative writing.

This skill should be used when the user asks to "map the talent landscape", "identify talent pools", "find target companies", "competitor mapping", "organizational mapping", "talent pool sizing", "build a talent map", "identify hiring competitors", "map where candidates work", or needs to systematically analyze where target candidates are employed, concentrated, or moving.