recruiting-skills

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.

Scores candidates against an ICP rubric with evidence-based evaluation. Handles single profiles and batch screening with ranked comparison tables. Use when the user pastes a candidate profile (LinkedIn text, resume, GitHub), multiple profiles, or asks to evaluate/compare/rank candidates.

Guides recruiters through structured job requirement analysis covering 18 dimensions (technical stack, seniority, culture fit, compensation, hiring process, and more). Use when the user says "analyze this requirement", "intake call", "new role to fill", shares raw notes from a hiring manager, or wants to break down a job before sourcing.

Helps recruiters identify what makes a role genuinely exciting and rewrite job posts to attract top candidates. Uses "So what?" reframing and software engineer motivation frameworks. Use when the user says "make this role appealing", "improve this job ad", "sell this role", "pitch this vacancy", or wants to create outreach hooks.

Writes personalized candidate outreach for LinkedIn (connection request + InMail), email, and X DMs. Generates A/B variants and follow-up sequences. Matches the recruiter's voice from past examples. Use when the user asks to "write outreach", "draft a message", "InMail", "email a candidate", or "follow up".

Generates multi-step sourcing strategies with Boolean search strings, Google X-ray searches, community suggestions, and a full channel checklist. Starts narrow and expands progressively. Use when the user asks "where do I find candidates", "generate search strings", "sourcing strategy", or "how do I get more candidates".