The agent operates as a senior talent acquisition partner, applying structured hiring methodology to build high-performing teams efficiently and equitably.
Works with
AI-first code editor with Composer
Before installing skills in Cursor, ensure your development environment meets these requirements:
node --versiontalent-acquisitionExecute the skills CLI command in your project's root directory to begin installation:
Fetches talent-acquisition from borghei/claude-skills and configures it for Cursor.
The CLI shows a list of agents. Use arrow keys and space to select Cursor:
Confirm successful installation by checking the skill directory location:
Restart Cursor to activate talent-acquisition. Access via /talent-acquisition in your agent's command palette.
We perform automated surface-level scans (Gen AI Scanner, Socket, Snyk) during installation. These checks detect common vulnerabilities but do not guarantee complete security. Always review skill source code and verify the publisher's reputation before production use.
Skills execute code in your environment. Always review source, verify the publisher, and test in isolation before production.
Submit your Claude Code skill and start earning
Automate repetitive workflows and reduce manual effort
Example
Generate reports, summarize documents, draft communications
Save 3-5 hours per week on routine tasks
Learn new skills, understand complex topics, get expert guidance
Example
Explain concepts, provide examples, suggest learning resources
Accelerate learning and skill development by 2x
Enhance output quality through reviews, suggestions, and refinements
Example
Review drafts, suggest improvements, catch errors
Improve work quality by 30-40% with less effort
0
total installs
0
this week
77
GitHub stars
0
upvotes
Run in your terminal
0
installs
0
this week
77
stars
The agent operates as a senior talent acquisition partner, applying structured hiring methodology to build high-performing teams efficiently and equitably.
Checkpoint: After step 1, validate the job description against DEI inclusive language guidelines before posting.
| Stage | Metric | Benchmark |
|---|---|---|
| Application to Screen | Conversion rate | 40-50% |
| Screen to Interview | Conversion rate | 30-40% |
| Interview to Offer | Conversion rate | 15-25% |
| Offer to Accept | Acceptance rate | 80-90% |
| End-to-end | Time to fill | 30-45 days |
| End-to-end | Cost per hire | $3,000-5,000 |
| Post-hire | Quality of hire (90-day performance + retention) | 80%+ |
| Channel | Best For | Cost | Quality | Typical Yield |
|---|---|---|---|---|
| LinkedIn Recruiter | All roles | $$ | High | 8-12% response |
| Employee referrals | Culture-fit roles | $ | Highest | 40-60% interview rate |
| Job boards (Indeed, etc.) | Volume hiring | $$ | Medium | 2-5% qualified |
| Agencies | Specialized / executive | $$$ | High | 50-70% submit-to-interview |
| Events / meetups | Early career, niche | $$ | Medium | Relationship-driven |
| Direct sourcing | Executives, passive | $ | High | 5-10% response |
# [Job Title] - [Level]
## About [Company]
[2-3 sentences: mission, stage, team size]
## The Role
[What the person will own and why it matters to the business]
## Responsibilities
- [Action verb] + [deliverable] + [impact]
- [Action verb] + [deliverable] + [impact]
- [Action verb] + [deliverable] + [impact]
## Requirements
**Must have:**
- [X] years in [domain]
- Demonstrated skill in [specific competency]
**Nice to have:**
- Experience with [tool/framework]
- Background in [adjacent domain]
## Compensation
- Base: $[min]-$[max]
- Equity: [details]
- Benefits: [highlights]
## Hiring Process
1. Application review (48 hr)
2. Recruiter screen (30 min)
3. Hiring manager interview (45 min)
4. Skills assessment (1-2 hr)
5. Final panel (2-3 hr)
6. Offer
| Level | Title | Base Range | Equity | Total Comp Target |
|---|---|---|---|---|
| IC1 | Entry-level (0-2 yr) | $70-90K | $5-15K | $80-100K |
| IC2 | Mid-level (2-5 yr) | $90-120K | $15-30K | $105-140K |
| IC3 | Senior (5-8 yr) | $120-160K | $30-60K | $150-200K |
| IC4 | Staff (8-12 yr) | $160-200K | $60-120K | $220-300K |
| IC5 | Principal (12+ yr) | $200-250K | $120-200K | $320-420K |
Position within band based on: scope of role, candidate experience, internal equity, and market data percentile (target 50th-75th).
# Scorecard: [Candidate] for [Role]
**Interviewer:** [Name]
**Date:** [Date]
**Stage:** [Phone Screen / Technical / Final]
## Competency Ratings (1-5 scale)
| Competency | Weight | Rating | Evidence |
|------------|--------|--------|----------|
| Technical depth | 40% | | [Specific example from interview] |
| Problem solving | 20% | | [Specific example from interview] |
| Communication | 20% | | [Specific example from interview] |
| Culture alignment | 20% | | [Specific example from interview] |
**Weighted Score:** [calculated]
## Recommendation
[ ] Strong Hire [ ] Hire [ ] No Hire [ ] Strong No Hire
## Key Strengths
-
## Key Concerns
-
| Competency | Question |
|---|---|
| Leadership | Tell me about a time you led a team through a difficult situation. What was the outcome? |
| Problem Solving | Describe a complex problem you solved. Walk me through your approach step by step. |
| Collaboration | Give an example of a successful cross-functional project you contributed to. |
| Conflict Resolution | Tell me about a disagreement with a colleague and how you resolved it. |
| Resilience | Describe a time you failed. What did you learn and what did you do differently? |
A company struggling with a 45-day time-to-fill and 65% offer acceptance rate:
DATA (Q4, 12 open reqs)
Applications: 600
Screened: 288 (48% pass rate)
Interviewed: 86 (30% pass rate)
Offers: 14 (16% pass rate)
Accepted: 9 (64% acceptance -- below 80% benchmark)
BOTTLENECK ANALYSIS
1. Offer acceptance (64%) -- 36% decline rate
Root cause: Offers extended 5+ days after final interview.
Candidates accept competing offers in the gap.
2. Interview-to-offer (16%) -- slightly below benchmark
Root cause: Panel interviews adding 7 days to process.
ACTIONS
1. Compress offer timeline: verbal offer within 48 hr of final interview
2. Replace 4-person panel with 2 focused 1:1s (saves 5 days)
3. Add "warm close" step: recruiter checks candidate sentiment before offer
RESULT (Q1, 10 open reqs)
Time to fill: 32 days (-29%)
Offer acceptance: 85% (+21 points)
Cost per hire: $3,800 (-15%)
Structure the EVP around five pillars:
| Pillar | Key Message | Proof Points |
|---|---|---|
| Mission | Why the company exists | Customer impact stories |
| Culture | How the team works | Glassdoor rating, employee testimonials |
| Growth | Career development | Promotion rate, learning budget |
| Rewards | Total compensation | Comp percentile positioning, benefits |
| Flexibility | Work-life integration | Remote policy, PTO structure |
| Metric | Formula | Benchmark |
|---|---|---|
| Time to Fill | Req open date to offer accept date | 30-45 days |
| Time to Hire | First candidate contact to accept | 14-21 days |
| Cost per Hire | Total recruiting spend / Hires | $3-5K |
| Quality of Hire | (90-day performance + 1-yr retention) / 2 | 80%+ |
| Offer Accept Rate | Accepts / Offers extended | 85%+ |
| Source Effectiveness | Hires per source / Cost per source | Varies |
references/interviewing.md - Interview best practicesreferences/sourcing.md - Sourcing strategiesreferences/employer_brand.md - Employer branding guidereferences/dei_hiring.md - Inclusive hiring practices# Analyze job descriptions for bias, readability, and quality
python scripts/job_posting_analyzer.py --file job_description.md
python scripts/job_posting_analyzer.py --file job_description.md --json
# Track candidate pipeline funnel metrics
python scripts/candidate_pipeline_tracker.py --file pipeline.csv
python scripts/candidate_pipeline_tracker.py --file pipeline.csv --json
# Generate structured interview scorecards
python scripts/interview_scorecard.py --role "Senior Engineer" --level IC3
python scripts/interview_scorecard.py --role "Product Manager" --level IC2 --json
| Problem | Root Cause | Resolution |
|---|---|---|
| Low application volume | Poor job distribution, weak employer brand, or overly narrow requirements | Audit posting reach across channels; A/B test job titles; reduce must-have requirements to true essentials (aim for 5-7 max) |
| High screen-to-interview drop-off | Misalignment between recruiter screen criteria and hiring manager expectations | Run a calibration session with the hiring manager before sourcing; agree on 3-4 non-negotiable criteria with concrete examples |
| Low offer acceptance rate (< 80%) | Slow offer turnaround, uncompetitive compensation, or poor candidate experience | Compress decision-to-offer to 48 hours; benchmark comp at 50th-75th percentile; add a "warm close" step where the recruiter gauges candidate sentiment before extending |
| High first-year attrition (> 20%) | Expectation mismatch during hiring, weak onboarding, or manager misalignment | Implement realistic job previews; extend structured onboarding to 90 days; pair new hires with a buddy |
| Interviewer inconsistency | No shared rubric, anchoring bias in debriefs, or untrained interviewers | Mandate independent scoring before debrief; train all interviewers on structured behavioral techniques; rotate interview panels quarterly |
| Diversity pipeline is thin | Over-reliance on referrals and single-channel sourcing | Add 2-3 diversity-focused sourcing channels; partner with ERGs for referrals; blind resume screening for initial pass |
| Candidate ghosting after interview | Lengthy process, lack of communication, or competing offers | Send status updates within 24 hours of each stage; target 5-day max between stages; collect feedback even from declined candidates |
| Dimension | Metric | Target | Measurement |
|---|---|---|---|
| Speed | Time to fill | < 35 days (tech), < 25 days (non-tech) | ATS req-open to offer-accept timestamps |
| Speed | Time to hire | < 18 days from first contact to accept | ATS candidate journey timestamps |
| Cost | Cost per hire | < $4,500 (direct roles), < $8,000 (agency) | Total recruiting spend / hires per quarter |
| Quality | Quality of hire | > 80% (90-day performance + 1-yr retention average) | HRIS performance data + retention tracking |
| Quality | Offer acceptance rate | > 85% | Offers accepted / offers extended |
| Quality | First-year retention | > 85% | New hires retained at 12 months / total hires |
| Experience | Candidate NPS (cNPS) | > 50 | Post-process candidate survey |
| Diversity | Diverse slate rate | 100% of final rounds include underrepresented candidates | ATS demographic flags (voluntary self-ID) |
| Efficiency | Recruiter capacity | 15-25 active reqs per recruiter | ATS workload reporting |
| Pipeline | Source channel yield | Top 3 channels produce > 60% of hires | Source-of-hire attribution in ATS |
In Scope:
Out of Scope:
Known Limitations:
Prerequisites
Time Estimate
15-45 minutes depending on use case complexity
Steps
Common Pitfalls
✓ Do
✗ Don't
💡 Pro Tips
✓ Use when
Use when skill capabilities match your task, clear ROI on time saved, and you can validate outputs. Best for repetitive tasks, learning, and quality improvement.
✗ Avoid when
Avoid when task requires deep expertise you can't validate, involves sensitive decisions, or when learning process is more valuable than speed of completion.
anthropics/claude-code
mblode/agent-skills
github/awesome-copilot
leonxlnx/taste-skill
sickn33/antigravity-awesome-skills
erichowens/some_claude_skills
Registry listing for talent-acquisition matched our evaluation — installs cleanly and behaves as described in the markdown.
Registry listing for talent-acquisition matched our evaluation — installs cleanly and behaves as described in the markdown.
Keeps context tight: talent-acquisition is the kind of skill you can hand to a new teammate without a long onboarding doc.
talent-acquisition reduced setup friction for our internal harness; good balance of opinion and flexibility.
I recommend talent-acquisition for anyone iterating fast on agent tooling; clear intent and a small, reviewable surface area.
talent-acquisition reduced setup friction for our internal harness; good balance of opinion and flexibility.
talent-acquisition reduced setup friction for our internal harness; good balance of opinion and flexibility.
I recommend talent-acquisition for anyone iterating fast on agent tooling; clear intent and a small, reviewable surface area.
Registry listing for talent-acquisition matched our evaluation — installs cleanly and behaves as described in the markdown.
Keeps context tight: talent-acquisition is the kind of skill you can hand to a new teammate without a long onboarding doc.
showing 1-10 of 64