Claude skills for
talent acquisition.
Eleven plug-in plays for venture-backed talent acquisition leaders — calibrated briefs, ranked sourcing strings, founder-voice outreach, structured interviews, and offer playbooks. Each one earns its place in your stack.
The whole hiring loop,
in plug-in form.
Pick the moment in your funnel that’s breaking. Each skill is self-contained, opinionated, and built to be dropped straight into Claude — no glue, no prompt-fiddling.
Role intake brief
Translate a fuzzy hiring need into a sourceable, calibrated role spec — what “great” looks like at day 90, the must-haves that pass the 30-people-on-LinkedIn test, and the comp story.
Ideal candidate profile
Define a narrow, trigger-based ICP your sourcer can hunt tomorrow — archetypes, signals, anti-patterns, and the +1 stage rule baked in.
Employer value prop
Build the role-specific EVP every outreach, screen, and offer conversation sits on top of. Honest pitch, founder voice, no fluff.
Talent market map
Tiered target-company list with comp signals, flight-risk indicators, and competitive density. The attack plan before any sourcer hits LinkedIn.
Sourcing search builder
Ranked boolean strings, LinkedIn Recruiter filters, and platform queries — each labelled with what it catches, what it excludes, and when to pivot.
Outreach — first touch
First cold message in the founder’s voice. Specific, short, and grounded in the EVP — not a generic agency template that lives in someone’s archive.
Follow-up sequence
Three-to-five touches that each introduce a new angle. No “just bumping this” — every message earns its open or politely closes the loop.
Recruiter screen script
A 25-minute first-call script in six conversational parts: opener, mutual context, motivation, role + comp alignment, mutual sell, next steps.
Interview scorecard builder
Competency-based interview plan and scorecard — named signals, anti-signals, rubric anchors, per-stage question packs. Less gut-feel, more evidence.
Offer negotiation playbook
Handle counters, competing offers, and equity asks with founder-honest framing on what’s flexible — and what isn’t. Built to close, not to capitulate.
Candidate rejection copy
Empathetic, brand-protecting rejection messages by interview stage. Specific feedback when it’s earned, leave the door open when it’s genuine.
Skills only get you so far.
Zee does the interviewing.
Brief Zee on what “great” looks like for your next role. Zee interviews every applicant for 20–30 minutes and surfaces a data-backed shortlist worth your time.