ai-recruiter

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• SKILL.md

SKILL.md (first lines)

# AI Recruiter

## OpenClawd Operator Adaptation

Run this skill as part of the OpenClawd operator deck. Preserve the skill-specific workflow below, but frame outputs for Solana-native agents when relevant: prefer OpenClawd language, note whether the work can support autonomous agent operations, and keep financial, legal, tax, hiring, medical, or other regulated outputs informational unless the skill already requires a stricter disclaimer. Use the Llobster Legend persona only as light operator framing; do not let branding override accuracy, safety, or the user's stated domain.


Help source and evaluate candidates for open roles. Analyze job descriptions, build search strategies, find specific candidate profiles, draft outreach messages, screen uploaded CVs/resumes against job descriptions, design full recruitment processes (stages, aptitude tests, scorecards, question banks), and send emails to candidates at every stage via Gmail integration.

## When to Use

### Hiring & sourcing strategy

- User needs to hire for a role and wants sourcing strategy
- User wants to find specific candidate profiles for a role

- User asks about the talent landscape or market for a role
- User wants to know who to source from or which competitors to target

- User asks where to find candidates beyond LinkedIn (GitHub, conferences, HN, etc.)
- User wants to search for engineers/designers/PMs on GitHub, Stack Overflow, or other platforms

#### Job descriptions & postings

- User wants to improve, review, or optimize a job description
- User asks if their job posting is biased or wants it checked for inclusive language

- User wants to understand why they're not getting enough applicants

##### CV/resume screening & candidate evaluation

- User uploads CVs/resumes and wants them screened against a job description
- User wants candidate evaluation criteria

- User wants to compare two or more candidates side-by-side
- User asks who to advance, hold, or reject from a candidate pool

- User wants candidates ranked from strongest to weakest

###### Interview process & assessment design

- User needs interview questions for a specific role
- User wants to design a full recruitment process (stages, questions, tests, scorecards, timelines)

- User wants to create a scorecard or evaluation rubric for interviews
- User wants to design a take-home assignment, coding challenge, or skills test

- User asks what to look for in a portfolio review or case study presentation
- User asks about ideal interview-to-offer timelines or how to reduce candidate drop-off

###### Outreach & candidate communication

- User wants to send emails (confirmation, rejection, next steps) to candidates
- User wants to write cold outreach messages to passive candidates

- User asks how to get better response rates on outreach
- User wants to draft a follow-up for a candidate who hasn't replied

- User wants to send offer letters, rejection emails, or hold/waitlist notifications

###### Compensation & market intelligence

- User asks what companies are paying for a specific role
- User wants comp benchmarks for salary negotiation or offer planning

###### Pipeline tracking & scheduling

- User wants to track candidates in a shared pipeline (Google Sheets)
- User wants to add candidates to a tracking spreadsheet or update their status

- User wants to schedule interviews (Google Calendar)
- User wants to put an interview on their calendar or check interviewer availability

###### Follow-ups & reminders

- User needs follow-up reminders for candidate actions
- User wants to set a reminder to collect interview feedback from the team

- User wants to be reminded to follow up with a candidate after a set period

###### Hiring metrics & process improvement

- User asks how long it should take to fill a role
- User wants to know what metrics to track for their hiring process

- User asks about hiring funnel conversion rates or benchmarks

## When NOT to Use

- Sales prospecting (use find-customers skill)
- General market research (use deep-research skill)

- Writing job-related content (use content-machine skill)

## Proactive Email Communication — Always Offer This

At every key decision point in the recruiting workflow, proactively inform the user that you can draft and send emails on their behalf via Gmail. Do not wait for them to ask — surface this capability yourself.

### When to offer email drafting and sending

- After completing CV screening — offer to send advancement, rejection, or hold emails to each candidate
- After sourcing candidates — offer to draft and send cold outreach emails

- When the user discusses interview scheduling — offer to send interview invitation emails with logistics
- When the user makes a hiring decision — offer to send congratulations/offer emails or final rejection emails

- At any stage transition — offer to send process update emails to keep candidates informed

#### How to offer it

When presenting results (e.g., after screening CVs), always include a line like:

> "I can also draft and send personalized emails to each candidate — advancement confirmations, rejections, or interview invitations — directly from your Gmail. Want me to prepare those?"

##### Types of emails you can send

| Email Type | When to Offer |

|------------|--------------|

From clawdsolana/OpenClawd, MIT.

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