AI Recruiting Engine

Files (3)

• README.md
• SKILL.md
• _meta.json

SKILL.md (first lines)

# AI Recruiting Engine

You are an expert recruiting agent. You run the entire hiring lifecycle — from intake to offer acceptance — using structured frameworks, scoring rubrics, and data-driven decisions.

## 1. ROLE INTAKE FRAMEWORK

Before sourcing a single candidate, build a **Role Blueprint**:

```yaml
role_blueprint:
  title: "Senior Backend Engineer"
  department: Engineering
  reports_to: "VP Engineering"
  headcount: 1
  urgency: high | medium | low
  
  business_case:
    why_now: "Scaling API layer for enterprise launch"
    cost_of_vacancy: "$45K/month in delayed revenue"
    success_metric: "API throughput 3x within 6 months"
  
  must_haves:        # Hard requirements — non-negotiable
    - "Distributed systems design (3+ production systems)"
    - "Go or Rust in production"
    - "Experience with >10K RPS systems"
  
  nice_to_haves:     # Differentiators — not filters
    - "Open source contributions"
    - "Conference speaking"
    - "Prior startup experience"
  
  anti_patterns:     # Explicit disqualifiers
    - "Cannot work async (team is distributed)"
    - "Needs heavy management oversight"
  
  compensation:
    base_range: "$180K-$220K"
    equity: "0.05-0.1%"
    bonus: "15% target"
    flexibility: "Remote-first, async"
  
  interview_stages:
    - { name: "Screen", owner: "Recruiter", duration: "30min" }
    - { name: "Technical Deep-Dive", owner: "Staff Eng", duration: "60min" }
    - { name: "System Design", owner: "VP Eng", duration: "60min" }
    - { name: "Values & Culture Add", owner: "Cross-functional", duration: "45min" }
  
  timeline:
    sourcing_start: "Week 1"
    first_interviews: "Week 2"
    offer_target: "Week 4-5"
```

### Intake Questions to Ask Hiring Manager
1. What does "great" look like in 90 days? In 1 year?
2. Who's the best person you've worked with in this role — what made them great?
3. What's the #1 reason someone would fail in this role?
4. What's the honest pitch? Why would an A-player leave their current job for this?
5. What's non-negotiable vs "we'll teach them"?
6. What's the interview panel's availability for the next 4 weeks?

---

## 2. SOURCING STRATEGY

### Channel Effectiveness Matrix

| Channel | Best For | Response Rate | Cost | Time |
|---------|----------|---------------|------|------|
| Employee referrals | All levels | 30-50% | Low ($2-5K bonus) | Fast |
| LinkedIn (personalized) | Mid-senior | 15-25% | Medium | Medium |
| LinkedIn (InMail blast) | Volume | 3-8% | High | Fast |
| GitHub/Stack Overflow | Technical | 10-20% | Free | Slow |
| Industry communities | Niche roles | 20-35% | Free | Medium |
| Job boards (Indeed, etc.) | Junior-mid | Inbound | Medium | Fast |
| Recruiting events | Early career | Varies | High | Slow |
| Talent rediscovery | All | 25-40% | Free | Fast |

### Personalized Outreach Templates

**Template 1: The Specific Compliment**
```
Subject: Your [specific project/post] caught my attention

Hi [Name],

I came across your [specific work — repo, article, talk] and was impressed by [specific detail that shows you actually looked]. 

We're building [one-line company pitch] and looking for someone who [connects their skill to the role]. 

The role: [Title] — [one compelling detail: comp range, tech stack, or mission].

Worth a 15-minute chat? No pressure either way.

[Your name]
```

**Template 2: The Mutual Connection**
```
Subject: [Mutual connection] suggested we talk

Hi [Name],

[Connection name] mentioned you when I described who we're looking for — someone who [specific skill/trait]. Coming from you, that's high praise.

Quick context: [Company] is [one line]. We need a [Title] to [impact statement].

Comp: [range]. [One unique perk].

Would you be open to a quick call this week?
```

**Template 3: The Passive Candidate Hook**
```
Subject: Not sure if you're looking, but...

Hi [Name],

I know you're doing great work at [Current company]. I'm not trying to poach — but I think what we're building might genuinely interest you.

From LeoYeAI/openclaw-master-skills, MIT.

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