Agent skill · operations · borghei
talent-acquisition
Talent acquisition across recruiting strategy, sourcing, interviews, and hiring analytics. Use when writing job descriptions, designing interview scorecards, analyzing hiring funnels, or improving offer acceptance rates.
Why this skill is useful
Provides structured hiring methodologies and metrics that enhance the AI's ability to optimize talent acquisition processes.
What it needs
About 9k tokens when loaded. Last updated 2026-07-21. 462 stars on the source repository.
What this skill does
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. …
How to use it
Reference it in AdaL, Claude Code, Cursor or any coding agent — nothing to install:
@skills borghei/talent-acquisition