--- name: developer-recruiting-strategy description: This skill should be used when the user asks to "create a recruiting strategy", "plan sourcing channels", "define role scorecard", "build hiring plan", "identify must-haves vs nice-to-haves", or "create talent acquisition plan". Transforms hiring intake into actionable recruiting strategy with sourcing channels, scorecard, and execution plan. version: 0.1.0 license: MIT --- # Developer Recruiting Strategy Convert hiring intake documents into comprehensive recruiting strategies that maximize candidate quality while minimizing time-to-hire. ## Purpose This skill creates data-driven recruiting strategies for engineering roles. A strong strategy defines clear must-haves (non-negotiable) vs nice-to-haves (differentiators), identifies optimal sourcing channels, and establishes a realistic execution plan. ## When to Use Invoke this skill when: - Hiring intake is approved and ready for execution - Need to define role scorecard for recruiters and hiring managers - Planning multi-channel sourcing approach - Establishing pass/fail criteria for candidates - Creating recruiting team briefing document ## Core Process ### 1. Build Role Scorecard Transform intake requirements into prioritized scorecard: **Must-Have Criteria (Pass/Fail):** - Extract from intake "must_have" requirements - Make each criterion measurable and observable - Define minimum acceptable evidence for each - Ensure criteria are job-related (legal compliance) **Nice-to-Have Criteria (Differentiators):** - Extract from intake "nice_to_have" requirements - Assign point values or tier ranking - Use for candidate comparison, not screening **Scoring Framework:** ``` Must-Haves: Binary (Yes/No) - candidate must pass ALL Nice-to-Haves: Weighted (0-5 points each) - 5: Exceptional strength - 3-4: Clear evidence - 1-2: Some evidence - 0: No evidence ``` **Example Scorecard:** | Criterion | Type | Evidence Required | Points | |-----------|------|-------------------|--------| | 5+ years backend experience | Must-have | Resume + references | Pass/Fail | | Python production expertise | Must-have | Code review or take-home | Pass/Fail | | Distributed systems | Must-have | System design interview | Pass/Fail | | Kubernetes experience | Nice-to-have | Resume + discussion | 0-5 | | Open source contributions | Nice-to-have | GitHub profile | 0-5 | ### 2. Define Sourcing Channels Identify optimal channels based on role, urgency, and budget: **Active Sourcing (Proactive Outreach):** - LinkedIn Recruiter (best for senior+ engineers) - GitHub (for open source contributors, technical roles) - Stack Overflow Jobs/Talent (technical credibility signal) - Conferences and meetups (niche specializations) - Employee referrals (highest conversion, cultural fit) **Passive Sourcing (Job Postings):** - Company careers page (employer brand showcase) - LinkedIn Jobs (broad reach, professional network) - AngelList/Wellfound (startup ecosystem) - Hacker News Who's Hiring (engineering-focused audience) - Specialized job boards (e.g., RemoteOK for remote roles) **Channel Selection Matrix:** | Role Level | Urgency | Recommended Channels | Expected Conversion | |------------|---------|---------------------|---------------------| | Junior-Mid | Medium | Job postings, referrals, LinkedIn | 15-20% screen → offer | | Senior | High | Active sourcing, referrals, GitHub | 10-15% screen → offer | | Staff+ | Critical | Executive recruiting, warm intros | 5-10% screen → offer | **Budget Considerations:** - Employee referral bonus: $1,000-$5,000 (highest ROI) - LinkedIn Recruiter: $8,000-$12,000/year - External recruiter: 20-30% of first-year salary - Job board postings: $200-$1,000 per posting ### 3. Craft Compelling Role Pitch Create messaging that attracts target candidates: **Value Proposition Elements:** - **Technical Challenge:** What interesting problems will they solve? - **Impact:** How does their work affect customers/business? - **Growth:** Career development opportunities - **Team:** Who will they work with? (highlight strong team members) - **Tech Stack:** Modern, exciting technologies - **Culture:** Remote flexibility, work-life balance, learning culture - **Compensation:** Competitive range (required in many states) **Messaging Framework:** ```markdown ## The Opportunity [Company] is solving [important problem] for [customer type]. As [Role Title], you'll [key responsibility] to [business outcome]. ## What You'll Do - [Impactful project 1] - [Technical challenge 2] - [Leadership opportunity 3] ## What You'll Bring - [Must-have 1] - [Must-have 2] - [Must-have 3] Nice to have: [Differentiators] ## Why Join Us - Work on [interesting technical challenge] - [Growth opportunity] - [Company momentum/traction] - Compensation: [Range] + equity [Apply link] ``` **Avoid Common Mistakes:** - "Rockstar/Ninja/Guru" titles (unprofessional) - Laundry list of 20+ requirements - Vague responsibilities ("build cool stuff") - No compensation information (illegal in many states) ### 4. Plan Execution Timeline Create realistic timeline with milestones: **Typical Engineering Hiring Timeline:** | Stage | Duration | Cumulative | Activities | |-------|----------|------------|------------| | Sourcing | 1-2 weeks | Week 2 | Post jobs, active outreach, referrals | | Phone screens | 1-2 weeks | Week 4 | Initial qualification calls | | Technical screens | 1-2 weeks | Week 6 | Coding challenges, tech conversations | | Onsite/Virtual onsites | 1-2 weeks | Week 8 | Full interview loops | | Offer & negotiation | 0.5-1 week | Week 9 | Extend offer, negotiate, close | | **Total** | **6-9 weeks** | | Screen to signed offer | **Accelerated Timeline (Critical Roles):** - Collapse sourcing + screening: Week 1-2 - Fast-track promising candidates - Reduce to 4-6 weeks total - Risk: May sacrifice candidate quality **Extended Timeline (Pipeline Building):** - Ongoing sourcing (no urgency) - More thorough evaluation - 10-12 weeks acceptable - Benefit: Higher quality bar **Capacity Planning:** ``` Required: [X] interview slots/week Available: [Y] interviewers × [Z] hours/week Bottleneck: [Identify constraint] Mitigation: [Add interviewers or reduce loop] ``` ### 5. Define Success Metrics Establish measurable goals for recruiting process: **Funnel Metrics:** - Sourced candidates → Applications: X candidates - Applications → Phone screen: Y% pass rate - Phone screen → Technical: Y% pass rate - Technical → Onsite: Y% pass rate - Onsite → Offer: Y% pass rate - Offer → Accept: Y% acceptance rate **Quality Metrics:** - Average interview scorecard rating: ≥ 3.5/5 - Must-have pass rate: 100% - Diversity of candidate pipeline: X% underrepresented groups - Referral rate: X% of hires from referrals **Time Metrics:** - Time to first interview: ≤ 1 week - Time to offer: ≤ 6-8 weeks - Offer acceptance time: ≤ 1 week **Cost Metrics:** - Cost per hire: $X,000 - Recruiter hours per hire: X hours - ROI by channel: $ spent / hire made ### 6. Generate Strategy Document Produce comprehensive recruiting strategy: **Output Structure:** ```json { "role_summary": { "title": "string", "level": "string", "team": "string", "target_start_date": "YYYY-MM-DD" }, "scorecard": { "must_haves": [ { "criterion": "string", "evidence_required": "string", "assessment_stage": "resume|screen|technical|onsite" } ], "nice_to_haves": [ { "criterion": "string", "points": 5, "assessment_stage": "string" } ] }, "sourcing_strategy": { "primary_channels": ["array"], "secondary_channels": ["array"], "estimated_outreach": { "linkedin_messages": 100, "referral_asks": 20, "job_posting_reach": 5000 }, "budget": { "total": "$X,000", "breakdown": {} } }, "value_proposition": { "technical_challenge": "string", "impact": "string", "growth_opportunity": "string", "team_strength": "string" }, "timeline": { "milestones": [ { "stage": "string", "target_date": "YYYY-MM-DD", "deliverable": "string" } ], "estimated_weeks_to_hire": 8 }, "success_metrics": { "target_applications": 50, "target_phone_screens": 20, "target_onsites": 8, "target_offers": 2, "acceptance_rate_target": "50%" } } ``` Save to `strategy-{role}-{date}.json`. ### 7. Brief Recruiting Team Create recruiter briefing document: **Briefing Contents:** - Role overview (from intake) - Scorecard (must-haves, nice-to-haves) - Ideal candidate profile - Sourcing channels and messaging - Disqualification criteria (red flags) - Selling points (why join) - Interview process overview - Timeline and urgency Use template at `templates/recruiter-brief.md`. ## Using Supporting Resources ### Templates - **`templates/scorecard-template.json`** - Role scorecard schema - **`templates/sourcing-plan.md`** - Channel strategy template - **`templates/recruiter-brief.md`** - Recruiter onboarding doc ### References - **`references/sourcing-channels.md`** - Detailed channel comparison, conversion rates - **`references/messaging-best-practices.md`** - Job description writing, outreach templates - **`references/diversity-sourcing.md`** - Strategies for diverse candidate pipelines ### Scripts - **`scripts/validate-scorecard.py`** - Check scorecard completeness - **`scripts/estimate-funnel.py`** - Model hiring funnel metrics - **`scripts/channel-roi.py`** - Calculate ROI by sourcing channel ## Example Workflow User: "Create recruiting strategy for the senior backend role we just defined" Steps: 1. Load hiring intake JSON 2. Extract must-haves → Build scorecard criteria 3. Assess role level + urgency → Select sourcing channels 4. Draft value proposition highlighting technical challenges 5. Plan 8-week timeline with capacity constraints 6. Define success metrics (50 applies → 2 offers) 7. Generate strategy JSON + recruiter brief 8. Validate with scorecard script Output: Complete recruiting strategy ready for execution ## Next Steps After strategy is complete: 1. Use `developer-interview-loop-design` to build interview process 2. Share strategy with recruiting team 3. Launch sourcing campaigns 4. Track metrics weekly 5. Adjust strategy based on early funnel performance --- **Progressive Disclosure:** Detailed sourcing channel data, messaging templates, and diversity recruiting strategies are in references/. Core strategy framework above handles standard use cases. --- Source attribution: NeverSight Original project: https://github.com/NeverSight/skills_feed/blob/main/data/skills-md/clous-ai/agents/developer-recruiting-strategy/SKILL.md License: MIT License information: https://opensource.org/license/mit Original upstream instructions; downloaded from Dave AI. ## Upstream license notice MIT License Permission is hereby granted, free of charge, to any person obtaining a copy of this software and associated documentation files (the "Software"), to deal in the Software without restriction, including without limitation the rights to use, copy, modify, merge, publish, distribute, sublicense, and/or sell copies of the Software, and to permit persons to whom the Software is furnished to do so, subject to the following conditions: The above copyright notice and this permission notice shall be included in all copies or substantial portions of the Software. THE SOFTWARE IS PROVIDED "AS IS", WITHOUT WARRANTY OF ANY KIND, EXPRESS OR IMPLIED, INCLUDING BUT NOT LIMITED TO THE WARRANTIES OF MERCHANTABILITY, FITNESS FOR A PARTICULAR PURPOSE AND NONINFRINGEMENT. IN NO EVENT SHALL THE AUTHORS OR COPYRIGHT HOLDERS BE LIABLE FOR ANY CLAIM, DAMAGES OR OTHER LIABILITY, WHETHER IN AN ACTION OF CONTRACT, TORT OR OTHERWISE, ARISING FROM, OUT OF OR IN CONNECTION WITH THE SOFTWARE OR THE USE OR OTHER DEALINGS IN THE SOFTWARE. # Dave AI resource metadata Creator / publisher: NeverSight Original project: https://github.com/NeverSight/skills_feed/blob/main/data/skills-md/clous-ai/agents/developer-recruiting-strategy/SKILL.md Attribution basis: Source repository record Fields of work: Human Resources, Project & Program Management, Sales Roles: Business Development, HR Generalist, People Operations, Project Manager, Recruiter Specialties: Specialty not specified Tools: Tool not specified Country applicability: Country not specified Classification basis: Source catalog labels Instruction SHA-256: 53c934c03e2b0e5cac72cd870870b5a90507feaea923c8a31f348d841d36d946