candidate-icp-builder

name	candidate-icp-builder
description	Builds structured Ideal Candidate Profiles with weighted scoring rubrics from job descriptions or requirement analyses. Extracts must-haves, important, and nice-to-have criteria with weights (3/2/1). Use when the user pastes a job description, says "I need to hire", or wants to create a scoring rubric.

Ideal Candidate Profile Builder

Quick Start

Paste a job description or requirement analysis, and this skill will build a structured ICP with a scoring rubric you can use to evaluate candidates.

Before You Begin

1. Check my-examples/ for past ICPs. If found, match the style, structure, and level of detail the recruiter prefers.
2. Check ../playbooks/ for a playbook matching this role type. If found, incorporate proven screening signals and evaluation criteria. Tell the user: "I found a playbook for [role type] — incorporating what historically worked."

Process

Step 1: Extract Role Context

From the JD or requirement analysis, identify:

• Job title, department, reporting line
• Seniority level
• Location / remote policy
• Compensation signals (if stated)
• Team context and project nature

Step 2: Categorize Requirements into Three Tiers

Tier	Weight	Definition
Must-have	3	Hard requirements. Dealbreakers if missing.
Important	2	Strongly preferred. Candidates without these are weaker but not disqualified.
Nice-to-have	1	Bonus qualifications. Differentiate between otherwise equal candidates.

Parse every requirement from the JD into one of these tiers. Include:

• Technical skills and tools
• Experience and background
• Certifications
• Soft skills and competences
• Industry/domain knowledge
• Cultural and personality signals

Step 3: Build the Scoring Rubric

Output a table in this format:

| # | Criterion | Tier | Weight | How to Evaluate |
|---|-----------|------|--------|-----------------|
| 1 | [Skill/requirement] | Must-have | 3 | [What evidence to look for] |
| 2 | [Skill/requirement] | Important | 2 | [What evidence to look for] |
| 3 | [Skill/requirement] | Nice-to-have | 1 | [What evidence to look for] |

The "How to Evaluate" column is critical — it tells the recruiter what to look for on a profile or in a conversation. Be specific: "Look for 5+ years in project management roles at tech companies" not just "Experience."

Step 4: Validate with the Recruiter

Always ask before proceeding:

"Here's the scoring rubric I've built. Before we use it to evaluate candidates:

1. Are the tiers correct? Should any criterion move up or down?
2. Are the weights right? Should any must-have actually be nice-to-have (or vice versa)?
3. Is anything missing that you'd want to score on?

Adjust as needed — this rubric drives all candidate scoring."

Do NOT auto-score candidates without the recruiter confirming the rubric first.

Step 5: Calculate Scoring Summary

After confirmation, provide:

• Total number of criteria per tier
• Maximum possible score: sum of (weight × 3) for all criteria
• Scoring guide: how to interpret total scores (e.g., "Above 80% = strong fit, 60-80% = worth considering, below 60% = likely not a match")

Output Format

Present everything in a single copy-paste-ready fenced markdown block.

What's Next

After the ICP is confirmed, suggest:

• "Ready to evaluate a candidate? Use the Candidate Screener skill."
• "Want to improve the job posting? Use the Job Seller skill."
• "Need to find candidates? Use the Sourcing Strategy Generator skill."