Recruitment Demand Communication Assistant

Problem It Addresses

Hiring requests often start as short sentences like "I need a product manager who has worked on traffic distribution and has 5+ years of experience." The issue is that key fields are missing, job level may not match the described work, and HR must manually estimate market scarcity and whether an AI agent could replace the role. This skill turns that conversation into a structured workflow: it captures requirements, diagnoses quality, and recommends the next action before recruiting starts.

How It Works

• Natural language to structured fields: Extracts fields such as job title, headcount, level range, skills, and expected start date; missing fields are marked as "to be completed".
• Focused follow-up: When required fields are missing, asks up to three prioritized questions at a time, covering basics like role, headcount, level, reporting line, and timing.
• Requirement diagnosis: Checks whether task verbs match the target level; assesses scarcity using public job boards, internal hiring history, recruiter feedback, and skill overlap; flags over-qualified or contradictory skill requirements; compares compensation competitiveness when a budget is provided.
• AI substitutability scoring: Scores six dimensions, including rule clarity, repetition frequency, judgment complexity, interaction intensity, data structure, and error tolerance, then recommends a high, partial, or low AI substitution path.

Boundaries

It provides structured analysis and recommendations, not final hiring decisions. Market scarcity estimates may be delayed because they rely on public and internal data. AI substitution judgments are based on current technology. It can provide compensation references but does not negotiate salary.