{ "schemaVersion": "1.0", "item": { "slug": "recruiter", "name": "Recruiter", "source": "tencent", "type": "skill", "category": "效率提升", "sourceUrl": "https://clawhub.ai/ivangdavila/recruiter", "canonicalUrl": "https://clawhub.ai/ivangdavila/recruiter", "targetPlatform": "OpenClaw" }, "install": { "downloadMode": "redirect", "downloadUrl": "/downloads/recruiter", "sourceDownloadUrl": "https://wry-manatee-359.convex.site/api/v1/download?slug=recruiter", "sourcePlatform": "tencent", "targetPlatform": "OpenClaw", "installMethod": "Manual import", "extraction": "Extract archive", "prerequisites": [ "OpenClaw" ], "packageFormat": "ZIP package", "includedAssets": [ "SKILL.md" ], "primaryDoc": "SKILL.md", "quickSetup": [ "Download the package from Yavira.", "Extract the archive and review SKILL.md first.", "Import or place the package into your OpenClaw setup." ], "agentAssist": { "summary": "Hand the extracted package to your coding agent with a concrete install brief instead of figuring it out manually.", "steps": [ "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." ], "prompts": [ { "label": "New install", "body": "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." }, { "label": "Upgrade existing", "body": "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." } ] }, "sourceHealth": { "source": "tencent", "slug": "recruiter", "status": "healthy", "reason": "direct_download_ok", "recommendedAction": "download", "checkedAt": "2026-05-01T02:43:36.896Z", "expiresAt": "2026-05-08T02:43:36.896Z", "httpStatus": 200, "finalUrl": "https://wry-manatee-359.convex.site/api/v1/download?slug=recruiter", "contentType": "application/zip", "probeMethod": "head", "details": { "probeUrl": "https://wry-manatee-359.convex.site/api/v1/download?slug=recruiter", "contentDisposition": "attachment; filename=\"recruiter-1.0.0.zip\"", "redirectLocation": null, "bodySnippet": null, "slug": "recruiter" }, "scope": "item", "summary": "Item download looks usable.", "detail": "Yavira can redirect you to the upstream package for this item.", "primaryActionLabel": "Download for OpenClaw", "primaryActionHref": "/downloads/recruiter" }, "validation": { "installChecklist": [ "Use the Yavira download entry.", "Review SKILL.md after the package is downloaded.", "Confirm the extracted package contains the expected setup assets." ], "postInstallChecks": [ "Confirm the extracted package includes the expected docs or setup files.", "Validate the skill or prompts are available in your target agent workspace.", "Capture any manual follow-up steps the agent could not complete." ] }, "downloadPageUrl": "https://openagent3.xyz/downloads/recruiter", "agentPageUrl": "https://openagent3.xyz/skills/recruiter/agent", "manifestUrl": "https://openagent3.xyz/skills/recruiter/agent.json", "briefUrl": "https://openagent3.xyz/skills/recruiter/agent.md" }, "agentAssist": { "summary": "Hand the extracted package to your coding agent with a concrete install brief instead of figuring it out manually.", "steps": [ "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." ], "prompts": [ { "label": "New install", "body": "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." }, { "label": "Upgrade existing", "body": "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." } ] }, "documentation": { "source": "clawhub", "primaryDoc": "SKILL.md", "sections": [ { "title": "Role Understanding", "body": "Internal recruiter vs agency recruiter have different incentives — agencies paid on placement, internal on fit\nRecruiting is sales with humans — both selling the role to candidates and candidates to hiring managers\nTime-to-hire matters but quality matters more — bad hires cost 2-3x salary to fix" }, { "title": "Job Descriptions", "body": "Requirements vs nice-to-haves must be clearly separated — overloaded requirements scare good candidates\n\"Years of experience\" is a poor proxy — focus on demonstrated skills and outcomes\nSalary range transparency attracts better candidates — hiding it wastes everyone's time\nAvoid gendered language and unnecessary requirements — \"rockstar\" and \"must lift 50lbs\" narrow pools\nInclude what the role actually does daily — not just responsibilities, but reality" }, { "title": "Sourcing Candidates", "body": "LinkedIn is obvious but saturated — good candidates get 50+ messages weekly\nPersonalized outreach beats templates — reference specific work, projects, or posts\nReferrals have higher success rates — incentivize and track them\nPassive candidates need compelling reasons — they're not looking, give them a reason to listen\nDiverse sourcing requires intentional effort — same channels produce same candidate profiles" }, { "title": "Resume Screening", "body": "Look for impact, not just responsibilities — \"managed team\" vs \"grew team from 3 to 12\"\nJob hopping context matters — industry, company health, growth trajectory\nGaps aren't automatic disqualifiers — ask, don't assume\nSide projects and open source show initiative — especially for technical roles\nEducation requirements exclude capable candidates — evaluate when truly necessary" }, { "title": "Interview Process", "body": "Define evaluation criteria before interviews — consistency enables comparison\nStructured interviews reduce bias — same questions, same order, scoring rubric\nTake-home tests respect candidate time limits — 2-4 hours max, paid if longer\nInterview loops shouldn't exceed 4-5 rounds — respect for candidates' time signals culture\nInterviewers need training — untrained interviewers make poor decisions and create legal risk" }, { "title": "Candidate Experience", "body": "Respond to all applicants — ghosting damages employer brand\nCommunicate timeline upfront — \"you'll hear back in X days\" then actually do it\nFeedback after rejection helps when possible — legal concerns are often overstated\nKeep candidates warm during slow processes — silence feels like rejection\nRejected candidates may return or refer — treat everyone as future relationship" }, { "title": "Compensation", "body": "Know market rates for the role — underpaying attracts desperate, not best\nTotal compensation includes equity, benefits, flexibility — don't just compare base\nNegotiation isn't adversarial — find mutually acceptable terms\nInternal equity matters — new hires shouldn't out-earn existing employees unfairly\nBe prepared to walk away — desperation leads to bad deals" }, { "title": "Pipeline Management", "body": "Track candidates through stages — lost candidates are wasted sourcing effort\nSpeed matters — good candidates have options, slow processes lose them\nBottlenecks are usually hiring manager availability — surface and solve\nRejection reasons inform future sourcing — pattern recognition improves targeting\nKeep pipelines warm for future roles — relationship building pays off" }, { "title": "Legal Considerations", "body": "Consistent process protects against discrimination claims — document everything\nQuestions about age, family, religion, disability are off-limits — focus on job requirements\nBackground checks require consent and compliance — laws vary by jurisdiction\nOffer letters should be reviewed by legal — verbal offers can create issues\nNon-competes and NDAs in offers need explanation — candidates should understand" }, { "title": "Red Flags in Candidates", "body": "Badmouthing previous employers — pattern will continue\nVague answers about accomplishments — may not have been responsible\nInability to explain gaps or moves — evasion suggests problems\nDifferent story in different interviews — consistency matters\nUnwillingness to provide references — hiding something" }, { "title": "Common Mistakes", "body": "Hiring for culture fit that's actually bias — \"fit\" can exclude diversity\nRushing to fill headcount — empty seat better than wrong person\nIgnoring hiring manager feedback patterns — some reject everyone, some accept everyone\nNot selling the role actively — interviewing is two-way evaluation\nOver-relying on credentials — pedigree doesn't guarantee performance" } ], "body": "Recruiting Assistance Rules\nRole Understanding\nInternal recruiter vs agency recruiter have different incentives — agencies paid on placement, internal on fit\nRecruiting is sales with humans — both selling the role to candidates and candidates to hiring managers\nTime-to-hire matters but quality matters more — bad hires cost 2-3x salary to fix\nJob Descriptions\nRequirements vs nice-to-haves must be clearly separated — overloaded requirements scare good candidates\n\"Years of experience\" is a poor proxy — focus on demonstrated skills and outcomes\nSalary range transparency attracts better candidates — hiding it wastes everyone's time\nAvoid gendered language and unnecessary requirements — \"rockstar\" and \"must lift 50lbs\" narrow pools\nInclude what the role actually does daily — not just responsibilities, but reality\nSourcing Candidates\nLinkedIn is obvious but saturated — good candidates get 50+ messages weekly\nPersonalized outreach beats templates — reference specific work, projects, or posts\nReferrals have higher success rates — incentivize and track them\nPassive candidates need compelling reasons — they're not looking, give them a reason to listen\nDiverse sourcing requires intentional effort — same channels produce same candidate profiles\nResume Screening\nLook for impact, not just responsibilities — \"managed team\" vs \"grew team from 3 to 12\"\nJob hopping context matters — industry, company health, growth trajectory\nGaps aren't automatic disqualifiers — ask, don't assume\nSide projects and open source show initiative — especially for technical roles\nEducation requirements exclude capable candidates — evaluate when truly necessary\nInterview Process\nDefine evaluation criteria before interviews — consistency enables comparison\nStructured interviews reduce bias — same questions, same order, scoring rubric\nTake-home tests respect candidate time limits — 2-4 hours max, paid if longer\nInterview loops shouldn't exceed 4-5 rounds — respect for candidates' time signals culture\nInterviewers need training — untrained interviewers make poor decisions and create legal risk\nCandidate Experience\nRespond to all applicants — ghosting damages employer brand\nCommunicate timeline upfront — \"you'll hear back in X days\" then actually do it\nFeedback after rejection helps when possible — legal concerns are often overstated\nKeep candidates warm during slow processes — silence feels like rejection\nRejected candidates may return or refer — treat everyone as future relationship\nCompensation\nKnow market rates for the role — underpaying attracts desperate, not best\nTotal compensation includes equity, benefits, flexibility — don't just compare base\nNegotiation isn't adversarial — find mutually acceptable terms\nInternal equity matters — new hires shouldn't out-earn existing employees unfairly\nBe prepared to walk away — desperation leads to bad deals\nPipeline Management\nTrack candidates through stages — lost candidates are wasted sourcing effort\nSpeed matters — good candidates have options, slow processes lose them\nBottlenecks are usually hiring manager availability — surface and solve\nRejection reasons inform future sourcing — pattern recognition improves targeting\nKeep pipelines warm for future roles — relationship building pays off\nLegal Considerations\nConsistent process protects against discrimination claims — document everything\nQuestions about age, family, religion, disability are off-limits — focus on job requirements\nBackground checks require consent and compliance — laws vary by jurisdiction\nOffer letters should be reviewed by legal — verbal offers can create issues\nNon-competes and NDAs in offers need explanation — candidates should understand\nRed Flags in Candidates\nBadmouthing previous employers — pattern will continue\nVague answers about accomplishments — may not have been responsible\nInability to explain gaps or moves — evasion suggests problems\nDifferent story in different interviews — consistency matters\nUnwillingness to provide references — hiding something\nCommon Mistakes\nHiring for culture fit that's actually bias — \"fit\" can exclude diversity\nRushing to fill headcount — empty seat better than wrong person\nIgnoring hiring manager feedback patterns — some reject everyone, some accept everyone\nNot selling the role actively — interviewing is two-way evaluation\nOver-relying on credentials — pedigree doesn't guarantee performance" }, "trust": { "sourceLabel": "tencent", "provenanceUrl": "https://clawhub.ai/ivangdavila/recruiter", "publisherUrl": "https://clawhub.ai/ivangdavila/recruiter", "owner": "ivangdavila", "version": "1.0.0", "license": null, "verificationStatus": "Indexed source record" }, "links": { "detailUrl": "https://openagent3.xyz/skills/recruiter", "downloadUrl": "https://openagent3.xyz/downloads/recruiter", "agentUrl": "https://openagent3.xyz/skills/recruiter/agent", "manifestUrl": "https://openagent3.xyz/skills/recruiter/agent.json", "briefUrl": "https://openagent3.xyz/skills/recruiter/agent.md" } }