Requirements
- Target platform
- OpenClaw
- Install method
- Manual import
- Extraction
- Extract archive
- Prerequisites
- OpenClaw
- Primary doc
- SKILL.md
Tencent SkillHub ยท Productivity
Recruiter
Source candidates, screen resumes, and manage hiring pipelines with effective recruiting practices.
skill openclawclawhub Free
Source candidates, screen resumes, and manage hiring pipelines with effective recruiting practices.
โฌ 0 downloads โ
0 stars Unverified but indexed
Install for OpenClaw
Quick setup
- Download the package from Yavira.
- Extract the archive and review SKILL.md first.
- Import or place the package into your OpenClaw setup.
Package facts
- Download mode
- Yavira redirect
- Package format
- ZIP package
- Source platform
- Tencent SkillHub
- What's included
- SKILL.md
Validation
- Use the Yavira download entry.
- Review SKILL.md after the package is downloaded.
- Confirm the extracted package contains the expected setup assets.
Install with your agent
Agent handoff
Hand the extracted package to your coding agent with a concrete install brief instead of figuring it out manually.
- Download the package from Yavira.
- Extract it into a folder your agent can access.
- Paste one of the prompts below and point your agent at the extracted folder.
New install
I downloaded a skill package from Yavira. Read SKILL.md from the extracted folder and install it by following the included instructions. Tell me what you changed and call out any manual steps you could not complete.
Upgrade existing
I downloaded an updated skill package from Yavira. Read SKILL.md from the extracted folder, compare it with my current installation, and upgrade it while preserving any custom configuration unless the package docs explicitly say otherwise. Summarize what changed and any follow-up checks I should run.
Trust & source
Release facts
- Source
- Tencent SkillHub
- Verification
- Indexed source record
- Version
- 1.0.0
Provenance
- Publisher
- ivangdavila
- Source page
- View original listing
- Canonical URL
- Open canonical page
Documentation
Role Understanding
Internal recruiter vs agency recruiter have different incentives โ agencies paid on placement, internal on fit Recruiting is sales with humans โ both selling the role to candidates and candidates to hiring managers Time-to-hire matters but quality matters more โ bad hires cost 2-3x salary to fix
Job Descriptions
Requirements vs nice-to-haves must be clearly separated โ overloaded requirements scare good candidates "Years of experience" is a poor proxy โ focus on demonstrated skills and outcomes Salary range transparency attracts better candidates โ hiding it wastes everyone's time Avoid gendered language and unnecessary requirements โ "rockstar" and "must lift 50lbs" narrow pools Include what the role actually does daily โ not just responsibilities, but reality
Sourcing Candidates
LinkedIn is obvious but saturated โ good candidates get 50+ messages weekly Personalized outreach beats templates โ reference specific work, projects, or posts Referrals have higher success rates โ incentivize and track them Passive candidates need compelling reasons โ they're not looking, give them a reason to listen Diverse sourcing requires intentional effort โ same channels produce same candidate profiles
Resume Screening
Look for impact, not just responsibilities โ "managed team" vs "grew team from 3 to 12" Job hopping context matters โ industry, company health, growth trajectory Gaps aren't automatic disqualifiers โ ask, don't assume Side projects and open source show initiative โ especially for technical roles Education requirements exclude capable candidates โ evaluate when truly necessary
Interview Process
Define evaluation criteria before interviews โ consistency enables comparison Structured interviews reduce bias โ same questions, same order, scoring rubric Take-home tests respect candidate time limits โ 2-4 hours max, paid if longer Interview loops shouldn't exceed 4-5 rounds โ respect for candidates' time signals culture Interviewers need training โ untrained interviewers make poor decisions and create legal risk
Candidate Experience
Respond to all applicants โ ghosting damages employer brand Communicate timeline upfront โ "you'll hear back in X days" then actually do it Feedback after rejection helps when possible โ legal concerns are often overstated Keep candidates warm during slow processes โ silence feels like rejection Rejected candidates may return or refer โ treat everyone as future relationship
Compensation
Know market rates for the role โ underpaying attracts desperate, not best Total compensation includes equity, benefits, flexibility โ don't just compare base Negotiation isn't adversarial โ find mutually acceptable terms Internal equity matters โ new hires shouldn't out-earn existing employees unfairly Be prepared to walk away โ desperation leads to bad deals
Pipeline Management
Track candidates through stages โ lost candidates are wasted sourcing effort Speed matters โ good candidates have options, slow processes lose them Bottlenecks are usually hiring manager availability โ surface and solve Rejection reasons inform future sourcing โ pattern recognition improves targeting Keep pipelines warm for future roles โ relationship building pays off
Legal Considerations
Consistent process protects against discrimination claims โ document everything Questions about age, family, religion, disability are off-limits โ focus on job requirements Background checks require consent and compliance โ laws vary by jurisdiction Offer letters should be reviewed by legal โ verbal offers can create issues Non-competes and NDAs in offers need explanation โ candidates should understand
Red Flags in Candidates
Badmouthing previous employers โ pattern will continue Vague answers about accomplishments โ may not have been responsible Inability to explain gaps or moves โ evasion suggests problems Different story in different interviews โ consistency matters Unwillingness to provide references โ hiding something
Common Mistakes
Hiring for culture fit that's actually bias โ "fit" can exclude diversity Rushing to fill headcount โ empty seat better than wrong person Ignoring hiring manager feedback patterns โ some reject everyone, some accept everyone Not selling the role actively โ interviewing is two-way evaluation Over-relying on credentials โ pedigree doesn't guarantee performance
Category context
Workflow acceleration for inboxes, docs, calendars, planning, and execution loops.
Source: Tencent SkillHub
Largest current source with strong distribution and engagement signals.
Package contents
Included in package
1 Docs
- SKILL.md