candidate-sourcing-and-ranking
Installation
SKILL.md
Use this when the user has a hiring need rather than a proven exemplar. It turns the business context behind the role into a searchable brief and a ranked shortlist the hiring team can defend.
Diagnose the role before searching
Start with a conversation, not a fixed form. Establish:
- why the role exists now and what must change after the hire;
- actual scope: individual contribution, team leadership, or managing managers;
- company stage, team size, reporting line, and operating environment;
- must-have capabilities versus evidence that would merely be reassuring;
- location, working model, timezone, and compensation constraints;
- admired talent pools, prohibited companies, and the user's own company domain;
- what failed in the last hire or search, if one existed.
Challenge title inflation and stage mismatch. A "VP Engineering" at a 15-person company may really be a hands-on technical lead. A "Senior" at a global enterprise may have narrower ownership than a lead at a startup. Translate the title into outcomes and scope before treating it as a filter.
Use intake-diagnostic.md when the brief contains contradictions or the user asks to "just search."