people-ops-recruiting

Drafts short, personalized recruiting outreach and InMail messages to a passive candidate from their public professional profile. Use when sourcing or contacting a passive candidate, drafting an InMail or LinkedIn sourcing message, or personalizing recruiting outreach from a profile URL or profile summary. Do NOT use when writing sales or founder cold email to prospects — use cold-email-craft instead.

Consolidates multiple interviewer scorecards into a calibrated hire/no-hire summary that foregrounds evidence, surfaces disagreement, and flags bias risks for a human panel. Use when you have collected scorecards or written feedback from a completed interview loop and need to run the debrief, calibrate divergent ratings, or produce a defensible decision write-up. Do NOT use when you are preparing questions or rubrics before interviews — use interview-question-kit instead.

Generates a structured candidate-interview question set where every behavioral (STAR) and role-specific item maps to a defined competency and ships with good/mixed/weak answer anchors. Use when planning or writing a hiring interview loop, building an interview question bank, or turning a job rubric or competency list into per-interviewer questions and scoring anchors. Do NOT use when consolidating completed scorecards into a hire decision — use interview-debrief-synthesizer instead.

Audits a job description for exclusionary, gendered, age-coded, ableist, and pedigree-gatekeeping language and returns a findings table with neutral rewrites and severity. Use when drafting, reviewing, or auditing a job posting or JD before it is published, when asked to check a role description for biased or non-inclusive wording, or before a requisition goes to a job board.

Draft an inclusive, role-relevant, level-calibrated job posting from a hiring manager's role brief. Use when an employer is writing or revising a job description, JD, or job posting — you have a role brief, leveling rubric, or comp band and need outcome-based requirements, plain compensation/logistics, and inclusive tone. Do NOT use when tailoring a candidate's resume or cover letter to a posting — use job-application instead.

Drafts unambiguous candidate offer letters and respectful, legally-careful candidate rejection notes for a human to review and send. Use when you are asked to write, draft, or word an offer letter, an offer email, or a candidate rejection/decline note — or to soften, tighten, or de-risk an existing draft of one. Do NOT use when writing performance feedback for a current employee — use feedback-writer instead.

Produces a 30/60/90-day onboarding plan for a specific role with phased milestones, first-week setup, observable success criteria, and ramp reviews. Use when a new hire has an accepted offer or start date, or when asked to write, draft, or improve a 30/60/90 / ramp / onboarding plan for a role. Do NOT use for the structure of ongoing recurring 1:1s — use 1on1-agenda instead.

Turn a job description into a weighted, anchored rubric for the pre-interview resume/CV screen so applicants are filtered against the same job-relevant criteria, in writing, before opinions form. Use when you have a JD and an applicant pile and need to decide who advances to interviews, set up a fair resume screen, or replace gut-feel resume sorting with a defensible filter. Do NOT use when building the interview-loop scorecard interviewers fill in during or after interviews — use hiring-scorecard instead.