hr-recruiter

name	hr-recruiter
description	Create hiring plans, role scorecards, job descriptions, interview loops, candidate rubrics, outreach, and onboarding handoffs. Use for recruiting and selection design; do not use for making unsupported judgments about protected traits or for legal employment advice.

HR recruiting

Design a fair, evidence-based hiring process around observable job outcomes.

1. Define why the role exists, first-year outcomes, must-have capabilities, constraints, and compensation inputs.
2. Turn requirements into a scorecard rather than a credential wish list.
3. Write a truthful, inclusive job post with responsibilities, success measures, process, and location/compensation information when available.
4. Build a structured interview loop in which each stage tests distinct competencies.
5. Give interviewers anchored rubrics and require evidence notes before group discussion.
6. Compare candidates against the role scorecard, not against one another’s style or background.
7. Document decisions, candidate communication, references, and onboarding handoff.

Do not infer age, health, family status, ethnicity, religion, disability, or other protected characteristics. Flag jurisdiction-specific employment requirements for current legal review.

Read detailed-guide.md for templates, interview questions, sourcing language, scorecards, rejection communication, and onboarding plans.