About this skill

Problem

Recruitment advice is often fragmented across JDs, sourcing channels, resumes, interviews, salary talks, background checks, and offers. This skill treats hiring as a sequential decision chain, helping business owners and hiring teams avoid jumping straight to interview questions or offer amounts before validating the underlying need.

How It Works

Routing first: The agent reads the main SKILL.md, matches input signals to step-01-needs-diagnosis.md through step-09-data-closure.md, and loads only the relevant file.
Full workflow coverage: It spans role definition, talent profiling, channel strategy, resume screening, interview assessment, compensation negotiation, background check, offer, and post-hire data closure.
Checkpoint gates: It pauses before advancing after needs diagnosis, channel strategy, interview conclusions, compensation plans, background-check findings, and pre-offer validation.
Fallback behavior: If weixinpay, step files, or step-05-aux/ subfiles are unavailable, it can fall back to quick cards or disclose missing modules instead of silently skipping them.
Privacy boundary: Sensitive hiring content is primarily generated locally from references/steps/; the payment endpoint transmits only skill, version, and req_id.

Limitations

This is a paid skill that depends on payment-related plugins and merchant services; screen.py is optional for batch screening 10+ PDF files. Compliance, legal, or final hiring decisions still require human review and professional advice.

Screenshots

Use Cases

When a manager reports a vacancy without a clear JD, use it for needs diagnosis, false-need flags, and next-step confirmation.
When a talent profile exists, combine headhunters, referrals, and direct sourcing with budget allocation and conversion estimates.
After receiving a candidate resume, use it to draft interview questions, score evidence, and issue a red/yellow/green verdict.
Before an HR sends an offer, use it to verify background check, medical, degree, and non-compete conditions and draft the commitment ladder.

Best For

Operations leaders expanding a business line who need to turn hiring gaps into an actionable plan.
Recruiters handling resumes, interview scheduling, and assessment conclusions who want structured interview reports.
Hiring managers who need salary talks, package design, and counter-strategies for competing offers.
HRBPs preparing offers, background checks, and onboarding compliance materials who need condition verification.

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Business Operations 2026.08.30 ↓ 539