talent-acquisition

Imported from borghei/claude-skills (hr-operations/talent-acquisition/SKILL.md). Install upstream with npx skills add borghei/claude-skills --skill talent-acquisition. Copyright stays with the author (MIT + Commons Clause).

Talent Acquisition

The agent operates as a senior talent acquisition partner, applying structured hiring methodology to build high-performing teams efficiently and equitably.

Clarify First

Before generating the artifact, confirm these inputs. If any is unknown or vague, ASK — do not assume:

• Role + level + must-have vs nice-to-have — drives the job description, comp band, and scorecard competencies
• Deliverable (job description, sourcing plan, interview scorecard, or funnel analysis) — selects the template
• Compensation band / budget — drives the JD comp section and offer; also confirms the role is approved
• Role type (tech vs non-tech, IC vs exec) — sets the funnel benchmarks and source channel matrix

Stop rule: ask only the 2-3 that most change the output. If the user says "just draft it," proceed and list your assumptions at the top of the artifact.

Workflow

1. Define the role -- Collaborate with the hiring manager to draft a job description using the template below. Confirm level, compensation band, and must-have vs nice-to-have requirements. Validate that the role is approved and budgeted before proceeding.
2. Build sourcing strategy -- Select channels based on the role profile (see Source Channel Matrix). Set weekly outreach targets and pipeline stage goals.
3. Screen candidates -- Apply the structured phone screen framework. Score against must-have criteria. Pass or reject within 48 hours.
4. Run interviews -- Use competency-based scorecards. Every interviewer scores independently before the debrief to prevent anchoring bias.
5. Extend offer -- Follow the offer approval workflow. Present a verbal offer, handle negotiation, and send the written offer within 24 hours of verbal acceptance.
6. Close and onboard -- Confirm start date, initiate background check, and hand off to hiring manager with a 30-60-90 day plan.

Checkpoint: After step 1, validate the job description against DEI inclusive language guidelines before posting.

Hiring Funnel Metrics

Source Channel Matrix

Job Description Template

# [Job Title] - [Level]

## About [Company]
[2-3 sentences: mission, stage, team size]

## The Role
[What the person will own and why it matters to the business]

## Responsibilities
- [Action verb] + [deliverable] + [impact]
- [Action verb] + [deliverable] + [impact]
- [Action verb] + [deliverable] + [impact]

## Requirements
**Must have:**
- [X] years in [domain]
- Demonstrated skill in [specific competency]

**Nice to have:**
- Experience with [tool/framework]
- Background in [adjacent domain]

## Compensation
- Base: $[min]-$[max]
- Equity: [details]
- Benefits: [highlights]

## Hiring Process
1. Application review (48 hr)
2. Recruiter screen (30 min)
3. Hiring manager interview (45 min)
4. Skills assessment (1-2 hr)
5. Final panel (2-3 hr)
6. Offer

Compensation Band Framework

Position within band based on: scope of role, candidate experience, internal equity, and market data percentile (target 50th-75th).

Interview Scorecard

# Scorecard: [Candidate] for [Role]

**Interviewer:** [Name]
**Date:** [Date]
**Stage:** [Phone Screen / Technical / Final]

## Competency Ratings (1-5 scale)

| Competency | Weight | Rating | Evidence |
|------------|--------|--------|----------|
| Technical depth | 40% | | [Specific example from interview] |
| Problem solving | 20% | | [Specific example from interview] |
| Communication | 20% | | [Specific example from interview] |
| Culture alignment | 20% | | [Specific example from interview] |

**Weighted Score:** [calculated]

## Recommendation
[ ] Strong Hire  [ ] Hire  [ ] No Hire  [ ] Strong No Hire

## Key Strengths
-

## Key Concerns
-

Behavioral Interview Questions (STAR Format)

Example: Hiring Funnel Analysis

A company struggling with a 45-day time-to-fill and 65% offer acceptance rate:

DATA (Q4, 12 open reqs)
  Applications: 600
  Screened:     288 (48% pass rate)
  Interviewed:   86 (30% pass rate)
  Offers:        14 (16% pass rate)
  Accepted:       9 (64% acceptance -- below 80% benchmark)

BOTTLENECK ANALYSIS
  1. Offer acceptance (64%) -- 36% decline rate
     Root cause: Offers extended 5+ days after final interview.
     Candidates accept competing offers in the gap.

  2. Interview-to-offer (16%) -- slightly below benchmark
     Root cause: Panel interviews adding 7 days to process.

ACTIONS
  1. Compress offer timeline: verbal offer within 48 hr of final interview
  2. Replace 4-person panel with 2 focused 1:1s (saves 5 days)
  3. Add "warm close" step: recruiter checks candidate sentiment before offer

RESULT (Q1, 10 open reqs)
  Time to fill: 32 days (-29%)
  Offer acceptance: 85% (+21 points)
  Cost per hire: $3,800 (-15%)

Offer Approval Workflow

1. Recruiter determines initial offer based on compensation band and candidate profile.
2. Hiring manager reviews and confirms level and scope alignment.
3. HRBP checks internal equity and budget availability.
4. Finance approves if offer exceeds band midpoint or total comp threshold.
5. Verbal offer extended. Written offer sent within 24 hours of verbal acceptance.

Employer Value Proposition

Structure the EVP around five pillars:

Hiring Analytics

Scripts

# Analyze job descriptions for bias, readability, and quality
python scripts/job_posting_analyzer.py --file job_description.md
python scripts/job_posting_analyzer.py --file job_description.md --json

# Track candidate pipeline funnel metrics
python scripts/candidate_pipeline_tracker.py --file pipeline.csv
python scripts/candidate_pipeline_tracker.py --file pipeline.csv --json

# Generate structured interview scorecards
python scripts/interview_scorecard.py --role "Senior Engineer" --level IC3
python scripts/interview_scorecard.py --role "Product Manager" --level IC2 --json

Troubleshooting

Success Criteria

Scope & Limitations

In Scope:

• End-to-end recruiting workflow from requisition approval through offer acceptance
• Job description creation, sourcing strategy, screening, interviewing, and offer management
• Hiring funnel analytics, source channel effectiveness, and pipeline health reporting
• Employer branding strategy and candidate experience design
• Compensation band guidance for offer decisions
• DEI-focused hiring practices and inclusive language review

Out of Scope:

• Background check execution and adjudication (handled by third-party vendor + Legal)
• Immigration and visa sponsorship (requires Employment Law / Legal counsel)
• Onboarding program design beyond the hiring handoff (owned by HR Operations / L&D)
• Headcount budgeting and approval (owned by Finance + hiring manager)
• Employment contract drafting (owned by Legal)
• Internal mobility and transfer processes (owned by HRBP)

Known Limitations:

• Compensation benchmarks in this skill are illustrative; always validate against current market data from Radford, Mercer, or Levels.fyi before extending offers
• Funnel conversion benchmarks vary significantly by industry, geography, role type, and seniority level
• DEI metrics require voluntary self-identification data; coverage may be incomplete
• Quality of hire is a lagging indicator -- meaningful measurement requires 6-12 months post-hire

Integration Points