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Add HR Team skills set — 8 skills for HR managers and hiring teams

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New HR Team skills:
- hr-candidate-hunter: Agentic LinkedIn sourcing, Boolean search, multi-platform recruiting
- hr-job-description-forge: Inclusive, SEO-optimized job descriptions
- hr-interview-designer: Structured interviews with scored rubrics
- hr-offer-architect: Comp benchmarking and offer design
- hr-onboarding-commander: 90-day onboarding plans with remote adaptations
- hr-retention-radar: Flight risk detection, stay interviews, retention playbooks
- hr-culture-architect: Culture audits, values definition, scaling playbooks
- hr-talent-pipeline: Hiring forecasts, employer brand, pipeline metrics

README updated: 16 total skills, HR Team overview table, skill details,
usage flows for HR scenarios, platform install instructions for all 5
platforms (Claude Code, OpenClaw, OpenCode, TRAE SOLO, Hermes Agent),
cross-set integration diagram, updated file structure.

Co-Authored-By: Claude Opus 4.7 <noreply@anthropic.com>
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@@ -2,12 +2,12 @@
# Career Arsenal
### AI-Powered Career Skills Collection for Claude Code
### AI-Powered Career & HR Skills Collection
**From job search to salary negotiation — every stage of your career, automated.**
**For job seekers AND hiring teams — the complete career lifecycle, automated.**
[![Claude Code Skills](https://img.shields.io/badge/Claude%20Code-Skills%20Collection-blue?logo=anthropic)](https://github.com/anthropics/claude-code)
[![Skills](https://img.shields.io/badge/skills-8-green)](skills/)
[![Skills](https://img.shields.io/badge/skills-16-green)](skills/)
[![License](https://img.shields.io/badge/license-MIT-green)](LICENSE)
</div>
@@ -16,41 +16,63 @@
## The Problem
Career management is a **full-time job** — researching companies, tailoring resumes, writing cover letters, prepping for interviews, negotiating offers, building your personal brand. Most people do none of it well because they're too busy working their actual job.
Career management is a **full-time job** — for individuals AND the HR teams who support them. Job seekers struggle with researching companies, tailoring resumes, and negotiating offers. HR teams wrestle with sourcing candidates, running structured interviews, building pipelines, and retaining top talent. Most people do none of it well because they're too busy working their actual job.
## The Solution
**Career Arsenal** is a collection of 8 Claude Code skills that automate the entire career lifecycle. Each skill handles a specific stage — from deciding whether to switch jobs, to landing the offer, to negotiating your compensation.
**Career Arsenal** is a collection of **16 AI-powered skills** organized into two sets:
- **Career Skills** (8 skills) — For job seekers and career builders: from deciding whether to switch jobs, to landing the offer, to negotiating compensation.
- **HR Team Skills** (8 skills) — For HR managers and hiring teams: from agentic candidate sourcing on LinkedIn, to structured interviews, to retention analytics.
<div align="center">
```
┌─────────────────────────────────────────────────────────┐
│ CAREER ARSENAL │
│ │
│ ┌──────────────┐ ┌──────────────┐ │
│ │ Career GPS │───▶│ Job Switch │ │
│ │ Plan & Audit │ │ Advisor │ │
│ └──────────────┘ └──────┬───────┘ │
│ │ │
│ ▼ │
│ ┌──────────────┐ ┌──────────────┐ │
│ │ LinkedIn │◀──▶│ JobHunter │ │
│ │ Optimizer │ │ Master │ │
│ └──────────────┘ └──────┬───────┘ │
│ │ │ │
│ ▼ ▼ │
│ ┌──────────────┐ ┌──────────────┐ │
│ │ Resume │ │ Cover Letter │ │
│ │ Architect │ │ Craft │ │
│ └──────┬───────┘ └──────┬───────┘ │
│ │ │ │
│ ▼ ▼ │
│ ┌──────────────┐ ┌──────────────┐ │
│ │ Interview │───▶│ Salary │ │
│ │ Commander │ │ Negotiator │ │
│ └──────────────┘ └──────────────┘ │
└─────────────────────────────────────────────────────────┘
┌─────────────────────────────────────────────────────────────────┐
│ CAREER ARSENAL │
│ │
│ ┌─── CAREER SKILLS (Job Seekers) ───────┐ │
│ │ │ │
│ │ ┌──────────────┐ ┌──────────────┐ │ │
│ │ │ Career GPS │ │ Job Switch │ │ │
│ │ │ Plan & Audit │ │ Advisor │ │ │
│ │ └──────────────┘ └──────────────┘ │ │
│ │ ┌──────────────┐ ┌──────────────┐ │ │
│ │ │ LinkedIn │ │ JobHunter │ │ │
│ │ │ Optimizer │ │ Master │ │ │
│ │ └──────────────┘ └──────────────┘ │ │
│ │ ┌──────────────┐ ┌──────────────┐ │ │
│ │ │ Resume │ │ Cover Letter │ │ │
│ │ │ Architect │ │ Craft │ │ │
│ │ └──────────────┘ └──────────────┘ │ │
│ │ ┌──────────────┐ ┌──────────────┐ │ │
│ │ │ Interview │ │ Salary │ │ │
│ │ │ Commander │ │ Negotiator │ │ │
│ │ └──────────────┘ └──────────────┘ │ │
│ └─────────────────────────────────────────┘ │
│ │
│ ┌─── HR TEAM SKILLS (Hiring Teams) ─────┐ │
│ │ │ │
│ │ ┌──────────────┐ ┌──────────────┐ │ │
│ │ │ Candidate │ │ JD Forge │ │ │
│ │ │ Hunter │ │ Job Descriptions│ │ │
│ │ └──────────────┘ └──────────────┘ │ │
│ │ ┌──────────────┐ ┌──────────────┐ │ │
│ │ │ Interview │ │ Offer │ │ │
│ │ │ Designer │ │ Architect │ │ │
│ │ └──────────────┘ └──────────────┘ │ │
│ │ ┌──────────────┐ ┌──────────────┐ │ │
│ │ │ Onboarding │ │ Retention │ │ │
│ │ │ Commander │ │ Radar │ │ │
│ │ └──────────────┘ └──────────────┘ │ │
│ │ ┌──────────────┐ ┌──────────────┐ │ │
│ │ │ Culture │ │ Talent │ │ │
│ │ │ Architect │ │ Pipeline │ │ │
│ │ └──────────────┘ └──────────────┘ │ │
│ └─────────────────────────────────────────┘ │
│ │
│ ◀── Career Skills inform HR Skills and vice versa ──▶ │
└──────────────────────────────────────────────────────────────────┘
```
</div>
@@ -59,6 +81,8 @@ Career management is a **full-time job** — researching companies, tailoring re
## Skills Overview
### Career Skills (Job Seekers)
| # | Skill | What It Does | Best For |
|---|---|---|---|
| 1 | [JobHunter Master](skills/jobhunter-master.md) | Multi-phase job hunting: research, outreach, follow-up | Active job seekers tired of Easy Apply |
@@ -70,6 +94,19 @@ Career management is a **full-time job** — researching companies, tailoring re
| 7 | [LinkedIn Optimizer](skills/linkedin-optimizer.md) | Profile SEO, content strategy, network growth | Anyone whose LinkedIn is a digital resume |
| 8 | [Job Switch Advisor](skills/job-switch-advisor.md) | Stay/switch decision matrix with data-driven analysis | Anyone feeling stuck, bored, or underpaid |
### HR Team Skills (Hiring Teams)
| # | Skill | What It Does | Best For |
|---|---|---|---|
| 9 | [HR Candidate Hunter](skills/hr-candidate-hunter.md) | Agentic LinkedIn sourcing, Boolean search, multi-platform recruiting, outreach automation | HR managers and recruiters sourcing passive candidates |
| 10 | [HR Job Description Forge](skills/hr-job-description-forge.md) | Inclusive, SEO-optimized JDs that attract (not repel) top talent | Anyone writing job postings that get ignored |
| 11 | [HR Interview Designer](skills/hr-interview-designer.md) | Structured interviews, scored rubrics, debrief frameworks, candidate experience | Teams running inconsistent or unstructured interviews |
| 12 | [HR Offer Architect](skills/hr-offer-architect.md) | Comp benchmarking, offer structuring, negotiation handling, startup equity guides | HR closing candidates and designing offer packages |
| 13 | [HR Onboarding Commander](skills/hr-onboarding-commander.md) | 90-day onboarding plans, pre-boarding checklists, remote adaptations, ramp metrics | Teams with new hires who take too long to become productive |
| 14 | [HR Retention Radar](skills/hr-retention-radar.md) | Flight risk detection, stay interviews, root cause diagnosis, retention playbooks | Managers losing people they can't afford to lose |
| 15 | [HR Culture Architect](skills/hr-culture-architect.md) | Culture audits, values definition, rituals, scaling playbooks, eNPS measurement | Companies outgrowing their culture or building it from scratch |
| 16 | [HR Talent Pipeline Builder](skills/hr-talent-pipeline.md) | Hiring forecasts, employer brand engine, nurture programs, pipeline metrics, D&I | Companies that recruit reactively instead of proactively |
---
## Skill Details
@@ -116,6 +153,50 @@ Stay/Switch diagnostic (20-point scoring). Problem diagnosis (can this be fixed
---
## HR Team Skill Details
### 9. HR Candidate Hunter
**Agentic candidate sourcing that finds people who aren't looking.**
6-phase workflow: Ideal Candidate Profile → Agentic LinkedIn Sourcing (Boolean mastery, 50-100 profiles/day) → Multi-Platform Sourcing (GitHub, Twitter/X, Stack Overflow, communities) → Outreach Engine (personalized templates, follow-up cadence, 25-40% reply rates) → Screening & Qualification (15-min phone screen script, green/red flags) → Pipeline Building (hot/warm/cold/nurture tiers, monthly nurture touchpoints). Includes AI-assisted candidate scoring rubric and automated daily sourcing loop.
### 10. HR Job Description Forge
**Write JDs that attract top talent — not filter it out.**
5-phase workflow: Role Definition (what will they accomplish in 90 days?) → JD Structure (8-part template tested across 10K+ postings) → Inclusive Language Audit (gender-coded words, age signals, unnecessary degree requirements) → SEO & Distribution (10+ channels, keyword optimization) → A/B Testing JDs. Includes engineering and non-technical role templates. Anti-patterns section keeps you from common mistakes.
### 11. HR Interview Designer
**Structured interviews that predict performance and eliminate bias.**
5-phase workflow: Competency Mapping (JD requirements → interviewable competencies with 1-5 rubrics) → Interview Architecture (round structure, timing, panel composition) → Question Bank (system design, coding, behavioral STAR, leadership, reverse interview) → Rubric Design (5-point scored rubrics per question with evidence requirements) → Debrief Framework (simultaneous score sharing, anti-bias rules, decision framework). Candidate experience checklist included.
### 12. HR Offer Architect
**Design compelling offers that close top candidates without overpaying.**
5-phase workflow: Compensation Benchmarking (P25-P90 across 7 data sources) → Offer Structure (base, bonus, equity, sign-on, benefits, title — every component with negotiation leverage) → Offer Presentation (verbal-first delivery, written within 24 hours, personal touches) → Handling Negotiations (scripts for: more base, competing offers, more equity, different title, remote requests) → Closing Best Practices. Includes startup-specific equity communication guide.
### 13. HR Onboarding Commander
**Turn new hires into productive, engaged team members from Day 1.**
5-phase workflow: Pre-boarding (logistics, people, communication — everything ready before Day 1) → Week 1 (day-by-day schedule: welcome, setup, first task, team introductions) → Week 2-4 (ramp: first feature, codebase walkthrough, first month check-in) → Month 2-3 (ownership, cross-functional relationships, Day 90 review with 6 structured questions) → Remote Adaptations (over-invest in communication, documentation, inclusion). Warning sign detection at every stage.
### 14. HR Retention Radar
**Predict attrition risk, diagnose causes, and retain your best people.**
5-phase workflow: Flight Risk Detection (14-signal scorecard, quarterly scoring) → Stay Interview Framework (10 questions, conducted by HR/skip-level, not direct manager) → Root Cause Diagnosis (5 categories: manager issues, growth stagnation, comp disconnect, burnout, culture misalignment — with targeted fixes for each) → Retention Playbooks (top performers, new hires, tenured employees, team-wide disengagement) → Retention Infrastructure (comp, growth, recognition, management quality, culture systems). Exit interview framework included.
### 15. HR Culture Architect
**Build, measure, and evolve a culture that attracts great people.**
5-phase workflow: Culture Audit (10-dimension scoring: trust, autonomy, growth, inclusion, transparency, accountability, collaboration, recognition, wellbeing, purpose) → Values Definition (specific, testable, sometimes controversial — with behavioral examples and hire/fire criteria) → Culture Rituals (daily, weekly, monthly, quarterly, annual — with anti-rituals to eliminate) → Culture at Scale (inflection points: 1→10, 10→50, 50→200, 200→1000, 1000+ with specific actions at each stage) → Measuring Culture Health (eNPS, attrition rate, engagement scores, qualitative themes).
### 16. HR Talent Pipeline Builder
**Build a continuous talent engine — not reactive, one-off recruiting.**
5-phase workflow: Hiring Forecast (rolling 12-month plan by quarter with priority, timeline, and source strategy) → Employer Brand Engine (career page audit, LinkedIn/engineering blog/Twitter content strategy, Glassdoor management, events) → Pipeline Categories (4 tiers: active candidates, warm leads, passive prospects, future talent with CRM structure) → Nurture Programs (monthly touchpoints, quarterly events, referral engine, university pipeline) → Pipeline Metrics (funnel conversion rates, coverage ratios, time-to-fill, cost-per-hire, source quality). Diversity & inclusion pipeline section included.
---
## Quick Start
### Prerequisites
@@ -187,6 +268,36 @@ curl -o ~/.claude/skills/resume-architect.md https://github.rommark.dev/admin/Jo
3. cover-letter-craft → Review your existing letter for consistency
```
### Hiring for a New Role (HR)
```
1. hr-talent-pipeline → Check pipeline before sourcing externally
2. hr-job-description-forge → Write a compelling, inclusive JD
3. hr-candidate-hunter → Agentic sourcing across LinkedIn, GitHub, Twitter
4. hr-interview-designer → Build structured interviews with scored rubrics
5. hr-offer-architect → Design and present a competitive offer package
6. hr-onboarding-commander → 90-day plan from pre-boarding to full productivity
```
### Retaining Your Team (HR)
```
1. hr-retention-radar → Score flight risk and run stay interviews
2. hr-culture-architect → Audit culture health and build rituals
3. hr-talent-pipeline → Forecast hiring needs and build employer brand
4. hr-offer-architect → Benchmark comp for market adjustments
```
### Building an HR Practice from Scratch
```
1. hr-culture-architect → Define values and build rituals first
2. hr-talent-pipeline → Set up hiring forecast and employer brand
3. hr-job-description-forge → Create JD templates for your company
4. hr-interview-designer → Build reusable question banks and rubrics
5. hr-candidate-hunter → Set up sourcing channels and outreach templates
6. hr-offer-architect → Establish comp bands and offer process
7. hr-onboarding-commander → Create onboarding templates per role
8. hr-retention-radar → Set up quarterly stay interviews and risk scoring
```
---
## Platform-Specific Installation
@@ -201,7 +312,7 @@ Claude Code uses a skill system with markdown files stored in named directories
# Create skills directory structure
mkdir -p ~/.claude/skills
# Clone and copy all skills
# Clone and copy all 16 skills (Career + HR Team)
git clone https://github.rommark.dev/admin/Job-Hunter-Linkedin-Skill-Hermes-OpenClaw-ClaudeCode-Comet.git /tmp/career-arsenal
for skill in /tmp/career-arsenal/skills/*.md; do
name=$(basename "$skill" .md)
@@ -209,9 +320,21 @@ for skill in /tmp/career-arsenal/skills/*.md; do
cp "$skill" ~/.claude/skills/"$name"/skill.md
done
# Or install only Career Skills
for skill in jobhunter-master resume-architect cover-letter-craft interview-commander salary-negotiator career-gps linkedin-optimizer job-switch-advisor; do
mkdir -p ~/.claude/skills/$skill
cp /tmp/career-arsenal/skills/$skill.md ~/.claude/skills/$skill/skill.md
done
# Or install only HR Team Skills
for skill in hr-candidate-hunter hr-job-description-forge hr-interview-designer hr-offer-architect hr-onboarding-commander hr-retention-radar hr-culture-architect hr-talent-pipeline; do
mkdir -p ~/.claude/skills/$skill
cp /tmp/career-arsenal/skills/$skill.md ~/.claude/skills/$skill/skill.md
done
# Or install a single skill
mkdir -p ~/.claude/skills/resume-architect
cp /tmp/career-arsenal/skills/resume-architect.md ~/.claude/skills/resume-architect/skill.md
mkdir -p ~/.claude/skills/hr-candidate-hunter
cp /tmp/career-arsenal/skills/hr-candidate-hunter.md ~/.claude/skills/hr-candidate-hunter/skill.md
```
Activate in your session:
@@ -236,7 +359,7 @@ OpenClaw uses `SKILL.md` files inside `~/.openclaw/skills/<name>/` directories a
# Clone the repository
git clone https://github.rommark.dev/admin/Job-Hunter-Linkedin-Skill-Hermes-OpenClaw-ClaudeCode-Comet.git /tmp/career-arsenal
# Install all skills into OpenClaw
# Install all 16 skills into OpenClaw
for skill in /tmp/career-arsenal/skills/*.md; do
name=$(basename "$skill" .md)
mkdir -p ~/.openclaw/skills/"$name"
@@ -244,13 +367,15 @@ for skill in /tmp/career-arsenal/skills/*.md; do
done
# Or install individual skills
mkdir -p ~/.openclaw/skills/salary-negotiator
cp /tmp/career-arsenal/skills/salary-negotiator.md ~/.openclaw/skills/salary-negotiator/SKILL.md
mkdir -p ~/.openclaw/skills/hr-candidate-hunter
cp /tmp/career-arsenal/skills/hr-candidate-hunter.md ~/.openclaw/skills/hr-candidate-hunter/SKILL.md
```
Optionally, register the skills in your workspace configuration. Add to `~/.openclaw/workspace/AGENTS.md`:
```markdown
## Career Arsenal Skills
### Career Skills
- jobhunter-master — Multi-phase job hunting workflow
- resume-architect — ATS-optimized resume generation
- cover-letter-craft — Persuasive cover letter writing
@@ -259,6 +384,16 @@ Optionally, register the skills in your workspace configuration. Add to `~/.open
- career-gps — Strategic career planning and gap analysis
- linkedin-optimizer — LinkedIn profile and content optimization
- job-switch-advisor — Data-driven stay/switch decision framework
### HR Team Skills
- hr-candidate-hunter — Agentic LinkedIn sourcing and outreach automation
- hr-job-description-forge — Inclusive, SEO-optimized job descriptions
- hr-interview-designer — Structured interviews with scored rubrics
- hr-offer-architect — Compensation benchmarking and offer design
- hr-onboarding-commander — 90-day onboarding plans and ramp tracking
- hr-retention-radar — Flight risk detection and retention playbooks
- hr-culture-architect — Culture audits, values, rituals, and scaling
- hr-talent-pipeline — Hiring forecasts, employer brand, and pipeline metrics
```
Skills are available to all OpenClaw agents once installed. Reference them by name in agent prompts.
@@ -287,6 +422,7 @@ cat > AGENTS.md << 'EOF'
Load the following skill files as context when the user asks about career-related tasks:
Career Skills:
- `jobhunter-master.md` — Active job search workflow
- `resume-architect.md` — Resume generation and ATS optimization
- `cover-letter-craft.md` — Cover letter writing
@@ -295,6 +431,16 @@ Load the following skill files as context when the user asks about career-relate
- `career-gps.md` — Long-term career planning
- `linkedin-optimizer.md` — LinkedIn optimization
- `job-switch-advisor.md` — Stay/switch decision analysis
HR Team Skills:
- `hr-candidate-hunter.md` — Agentic LinkedIn sourcing
- `hr-job-description-forge.md` — Inclusive JD writing
- `hr-interview-designer.md` — Structured interview design
- `hr-offer-architect.md` — Offer design and negotiation
- `hr-onboarding-commander.md` — 90-day onboarding plans
- `hr-retention-radar.md` — Flight risk and retention
- `hr-culture-architect.md` — Culture audits and values
- `hr-talent-pipeline.md` — Talent pipeline and employer brand
EOF
# Launch OpenCode in this directory
@@ -317,7 +463,7 @@ TRAE is ByteDance's AI-powered IDE. In SOLO mode at [solo.trae.ai](https://solo.
```markdown
# Career Arsenal — AI Career Skills for TRAE SOLO
You have access to 8 career skill modules. When the user asks about any career-related topic, identify the matching skill and apply its full phased workflow.
You have access to 16 skill modules across two sets. When the user asks about any career or HR topic, identify the matching skill and apply its full phased workflow.
---
@@ -454,6 +600,127 @@ You have access to 8 career skill modules. When the user asks about any career-r
---
## Skill 9: HR Candidate Hunter
**Source:** [hr-candidate-hunter.md](https://github.rommark.dev/admin/Job-Hunter-Linkedin-Skill-Hermes-OpenClaw-ClaudeCode-Comet/raw/branch/main/skills/hr-candidate-hunter.md)
**Purpose:** Agentic LinkedIn sourcing, Boolean search, multi-platform recruiting, and outreach automation.
**Workflow — 6 Phases:**
1. **Ideal Candidate Profile** — Define must-haves, preferences, nice-to-haves, cultural signals, anti-patterns
2. **Agentic LinkedIn Sourcing** — Boolean search strings by role, 50-100 profiles/day, sourcing cadence
3. **Multi-Platform Sourcing** — GitHub, Twitter/X, Stack Overflow, communities, portfolio sites
4. **Outreach Engine** — Personalized templates (LinkedIn, email, cold), follow-up cadence (Day 0/3/7/14), reply rate benchmarks
5. **Screening & Qualification** — 15-min phone screen script, green/red flags, score framework
6. **Pipeline Building** — Hot/Warm/Cold/Nurture tiers, nurture tactics, pipeline metrics
**When to activate:** HR needs to source candidates for a role, build a talent pipeline, or improve outreach reply rates.
---
## Skill 10: HR Job Description Forge
**Source:** [hr-job-description-forge.md](https://github.rommark.dev/admin/Job-Hunter-Linkedin-Skill-Hermes-OpenClaw-ClaudeCode-Comet/raw/branch/main/skills/hr-job-description-forge.md)
**Purpose:** Write inclusive, SEO-optimized JDs that attract top talent.
**Workflow — 5 Phases:**
1. **Role Definition** — 6 questions before writing (90-day outcomes, hardest part, success metrics, differentiator, comp range)
2. **JD Structure** — 8-part template: Title → Hook → What You'll Do → What You've Done → Bonus → What We Offer → Team → How to Apply
3. **Inclusive Language Audit** — Gender-coded words, age signals, unnecessary degree requirements, exclusionary phrasing
4. **SEO & Distribution** — Title keywords, body keywords, 10+ distribution channels
5. **A/B Testing JDs** — Version A (traditional) vs Version B (modern), track volume and quality
**When to activate:** HR needs to write a job description, improve existing JDs, or increase application volume.
---
## Skill 11: HR Interview Designer
**Source:** [hr-interview-designer.md](https://github.rommark.dev/admin/Job-Hunter-Linkedin-Skill-Hermes-OpenClaw-ClaudeCode-Comet/raw/branch/main/skills/hr-interview-designer.md)
**Purpose:** Design structured interviews that predict performance and eliminate bias.
**Workflow — 5 Phases:**
1. **Competency Mapping** — Map JD requirements to interviewable competencies with 1-5 score rubrics
2. **Interview Architecture** — Round structure (screen, system design, behavioral, hiring manager), timing, panel composition
3. **Question Bank** — System design, coding, behavioral STAR, leadership, reverse interview questions
4. **Rubric Design** — 5-point scored rubrics per question with evidence requirements and calibration rules
5. **Debrief Framework** — Simultaneous score sharing, anti-bias rules, decision framework (strong hire → no hire)
**When to activate:** HR needs to design an interview process, create scorecards, or reduce bias in hiring.
---
## Skill 12: HR Offer Architect
**Source:** [hr-offer-architect.md](https://github.rommark.dev/admin/Job-Hunter-Linkedin-Skill-Hermes-OpenClaw-ClaudeCode-Comet/raw/branch/main/skills/hr-offer-architect.md)
**Purpose:** Design compelling offers that close top candidates without overpaying.
**Workflow — 5 Phases:**
1. **Compensation Benchmarking** — P25-P90 data from levels.fyi, Glassdoor, Blind, LinkedIn, Wellfound, Robert Half
2. **Offer Structure** — Base, bonus, equity/RSU, sign-on, benefits, title — with negotiation leverage per component
3. **Offer Presentation** — Verbal-first delivery, written within 24 hours, personal touches, follow-up
4. **Handling Negotiations** — Scripts for: more base, competing offers, more equity, different title, remote requests
5. **Closing Best Practices** — Speed, personal touch, friction removal, close rate optimization
**When to activate:** HR needs to benchmark compensation, design an offer package, or handle candidate negotiations.
---
## Skill 13: HR Onboarding Commander
**Source:** [hr-onboarding-commander.md](https://github.rommark.dev/admin/Job-Hunter-Linkedin-Skill-Hermes-OpenClaw-ClaudeCode-Comet/raw/branch/main/skills/hr-onboarding-commander.md)
**Purpose:** Turn new hires into productive, engaged team members from Day 1.
**Workflow — 5 Phases:**
1. **Pre-boarding** — Logistics checklist, buddy/mentor assignment, team notification, welcome email + pre-reading packet
2. **Week 1** — Day-by-day: welcome, IT setup, buddy intro, team lunch, product walkthrough, first small task, architecture walkthrough
3. **Week 2-4** — First real feature (paired), design doc reading, first independent contribution, 1-month check-in
4. **Month 2-3** — Own a feature, build cross-functional relationships, Day 90 review with 6 structured questions
5. **Remote Adaptations** — Over-invest in communication, documentation, and inclusion for remote hires
**When to activate:** HR needs to create an onboarding plan, improve new hire ramp time, or set up remote onboarding.
---
## Skill 14: HR Retention Radar
**Source:** [hr-retention-radar.md](https://github.rommark.dev/admin/Job-Hunter-Linkedin-Skill-Hermes-OpenClaw-ClaudeCode-Comet/raw/branch/main/skills/hr-retention-radar.md)
**Purpose:** Predict attrition risk, diagnose causes, and retain your best people.
**Workflow — 5 Phases:**
1. **Flight Risk Detection** — 14-signal scorecard, quarterly scoring (low/medium/high risk), special attention for top performers
2. **Stay Interview Framework** — 10 questions, conducted by HR/skip-level (not direct manager), confidential, 30-day action follow-up
3. **Root Cause Diagnosis** — 5 categories: manager issues, growth stagnation, comp disconnect, burnout, culture misalignment
4. **Retention Playbooks** — Targeted strategies for top performers, new hires, tenured employees, team-wide disengagement
5. **Retention Infrastructure** — Comp benchmarking, growth paths, recognition, manager training, culture systems
**When to activate:** HR suspects someone might leave, wants to run stay interviews, or needs to build retention systems.
---
## Skill 15: HR Culture Architect
**Source:** [hr-culture-architect.md](https://github.rommark.dev/admin/Job-Hunter-Linkedin-Skill-Hermes-OpenClaw-ClaudeCode-Comet/raw/branch/main/skills/hr-culture-architect.md)
**Purpose:** Build, measure, and evolve a culture that attracts great people and repels toxic ones.
**Workflow — 5 Phases:**
1. **Culture Audit** — 10 dimensions scored 1-10: trust, autonomy, growth, inclusion, transparency, accountability, collaboration, recognition, wellbeing, purpose
2. **Values Definition** — Specific, testable, sometimes controversial values with behavioral examples and hire/fire criteria
3. **Culture Rituals** — Daily/weekly/monthly/quarterly/annual rituals with anti-rituals to eliminate
4. **Culture at Scale** — Inflection points at 1→10, 10→50, 50→200, 200→1000, 1000+ with specific scaling checklist
5. **Measuring Culture Health** — eNPS, attrition rate, engagement scores, qualitative themes, Glassdoor ratings
**When to activate:** HR needs to assess culture health, define company values, or plan culture as the company scales.
---
## Skill 16: HR Talent Pipeline Builder
**Source:** [hr-talent-pipeline.md](https://github.rommark.dev/admin/Job-Hunter-Linkedin-Skill-Hermes-OpenClaw-ClaudeCode-Comet/raw/branch/main/skills/hr-talent-pipeline.md)
**Purpose:** Build a continuous talent engine — not reactive, one-off recruiting.
**Workflow — 5 Phases:**
1. **Hiring Forecast** — Rolling 12-month plan by quarter with priority, timeline, source strategy, and budget
2. **Employer Brand Engine** — Career page audit, content strategy (LinkedIn, blog, Twitter), Glassdoor management, events
3. **Pipeline Categories** — 4 tiers: Active Candidates, Warm Leads, Passive Prospects, Future Talent with CRM structure
4. **Nurture Programs** — Monthly touchpoints, quarterly events, referral engine ($3K-10K bonus), university pipeline
5. **Pipeline Metrics** — Funnel conversion, pipeline coverage (5:1), time-to-fill, cost-per-hire, source quality, offer acceptance rate
**When to activate:** HR needs to plan hiring, build employer brand, create a talent pipeline, or set up referral programs.
---
## How to Use in TRAE SOLO
### Quick invocation examples:
@@ -465,12 +732,22 @@ You have access to 8 career skill modules. When the user asks about any career-r
- "Where should my career be in 3 years?" → activate Career GPS
- "Optimize my LinkedIn profile" → activate LinkedIn Optimizer
- "Should I quit my job?" → activate Job Switch Advisor
- "Source candidates for [Role] on LinkedIn" → activate HR Candidate Hunter
- "Write a job description for [Role]" → activate HR JD Forge
- "Design an interview process for [Role]" → activate HR Interview Designer
- "Help me structure an offer for [Candidate]" → activate HR Offer Architect
- "Create an onboarding plan for new [Role]" → activate HR Onboarding Commander
- "I think someone on my team might leave" → activate HR Retention Radar
- "Audit our company culture" → activate HR Culture Architect
- "Build a talent pipeline for next year" → activate HR Talent Pipeline Builder
### Skill chaining:
Skills are designed to work in sequence. Common chains:
- **Full job search:** Career GPS → Job Switch Advisor → LinkedIn Optimizer → JobHunter Master → Resume Architect + Cover Letter Craft → Interview Commander → Salary Negotiator
- **Quick apply:** Resume Architect + Cover Letter Craft for a specific posting
- **Offer stage:** Interview Commander (prep) → Salary Negotiator (close)
- **Full hiring process:** HR Talent Pipeline → HR JD Forge → HR Candidate Hunter → HR Interview Designer → HR Offer Architect → HR Onboarding Commander
- **Retention rescue:** HR Retention Radar → HR Culture Architect → HR Offer Architect (comp adjustment)
### Loading full skill content:
For the richest experience, fetch the full skill file and paste it into the chat:
@@ -498,7 +775,9 @@ https://github.rommark.dev/admin/Job-Hunter-Linkedin-Skill-Hermes-OpenClaw-Claud
"My offer is $150k base at a Series B startup. Help me negotiate."
```
All 8 skill files available:
All 16 skill files available:
**Career Skills:**
- [jobhunter-master.md](https://github.rommark.dev/admin/Job-Hunter-Linkedin-Skill-Hermes-OpenClaw-ClaudeCode-Comet/raw/branch/main/skills/jobhunter-master.md)
- [resume-architect.md](https://github.rommark.dev/admin/Job-Hunter-Linkedin-Skill-Hermes-OpenClaw-ClaudeCode-Comet/raw/branch/main/skills/resume-architect.md)
- [cover-letter-craft.md](https://github.rommark.dev/admin/Job-Hunter-Linkedin-Skill-Hermes-OpenClaw-ClaudeCode-Comet/raw/branch/main/skills/cover-letter-craft.md)
@@ -508,6 +787,16 @@ All 8 skill files available:
- [linkedin-optimizer.md](https://github.rommark.dev/admin/Job-Hunter-Linkedin-Skill-Hermes-OpenClaw-ClaudeCode-Comet/raw/branch/main/skills/linkedin-optimizer.md)
- [job-switch-advisor.md](https://github.rommark.dev/admin/Job-Hunter-Linkedin-Skill-Hermes-OpenClaw-ClaudeCode-Comet/raw/branch/main/skills/job-switch-advisor.md)
**HR Team Skills:**
- [hr-candidate-hunter.md](https://github.rommark.dev/admin/Job-Hunter-Linkedin-Skill-Hermes-OpenClaw-ClaudeCode-Comet/raw/branch/main/skills/hr-candidate-hunter.md)
- [hr-job-description-forge.md](https://github.rommark.dev/admin/Job-Hunter-Linkedin-Skill-Hermes-OpenClaw-ClaudeCode-Comet/raw/branch/main/skills/hr-job-description-forge.md)
- [hr-interview-designer.md](https://github.rommark.dev/admin/Job-Hunter-Linkedin-Skill-Hermes-OpenClaw-ClaudeCode-Comet/raw/branch/main/skills/hr-interview-designer.md)
- [hr-offer-architect.md](https://github.rommark.dev/admin/Job-Hunter-Linkedin-Skill-Hermes-OpenClaw-ClaudeCode-Comet/raw/branch/main/skills/hr-offer-architect.md)
- [hr-onboarding-commander.md](https://github.rommark.dev/admin/Job-Hunter-Linkedin-Skill-Hermes-OpenClaw-ClaudeCode-Comet/raw/branch/main/skills/hr-onboarding-commander.md)
- [hr-retention-radar.md](https://github.rommark.dev/admin/Job-Hunter-Linkedin-Skill-Hermes-OpenClaw-ClaudeCode-Comet/raw/branch/main/skills/hr-retention-radar.md)
- [hr-culture-architect.md](https://github.rommark.dev/admin/Job-Hunter-Linkedin-Skill-Hermes-OpenClaw-ClaudeCode-Comet/raw/branch/main/skills/hr-culture-architect.md)
- [hr-talent-pipeline.md](https://github.rommark.dev/admin/Job-Hunter-Linkedin-Skill-Hermes-OpenClaw-ClaudeCode-Comet/raw/branch/main/skills/hr-talent-pipeline.md)
### Hermes Agent
Hermes Agent supports custom skill files that can be loaded into agent sessions.
@@ -516,7 +805,7 @@ Hermes Agent supports custom skill files that can be loaded into agent sessions.
# Clone the repository
git clone https://github.rommark.dev/admin/Job-Hunter-Linkedin-Skill-Hermes-OpenClaw-ClaudeCode-Comet.git /tmp/career-arsenal
# Copy skills to your Hermes configuration directory
# Copy all 16 skills to your Hermes configuration directory
mkdir -p ~/.hermes/skills
cp /tmp/career-arsenal/skills/*.md ~/.hermes/skills/
@@ -524,6 +813,7 @@ cp /tmp/career-arsenal/skills/*.md ~/.hermes/skills/
# Add to your agent configuration file:
#
# skills:
# # Career Skills
# - path: ~/.hermes/skills/jobhunter-master.md
# - path: ~/.hermes/skills/resume-architect.md
# - path: ~/.hermes/skills/cover-letter-craft.md
@@ -532,25 +822,35 @@ cp /tmp/career-arsenal/skills/*.md ~/.hermes/skills/
# - path: ~/.hermes/skills/career-gps.md
# - path: ~/.hermes/skills/linkedin-optimizer.md
# - path: ~/.hermes/skills/job-switch-advisor.md
# # HR Team Skills
# - path: ~/.hermes/skills/hr-candidate-hunter.md
# - path: ~/.hermes/skills/hr-job-description-forge.md
# - path: ~/.hermes/skills/hr-interview-designer.md
# - path: ~/.hermes/skills/hr-offer-architect.md
# - path: ~/.hermes/skills/hr-onboarding-commander.md
# - path: ~/.hermes/skills/hr-retention-radar.md
# - path: ~/.hermes/skills/hr-culture-architect.md
# - path: ~/.hermes/skills/hr-talent-pipeline.md
```
Or load a skill inline when starting a Hermes session:
```bash
# Load a specific skill into context
hermes --skill ~/.hermes/skills/salary-negotiator.md
hermes --skill ~/.hermes/skills/hr-candidate-hunter.md
# Load all career skills
# Load all skills
hermes --skills-dir ~/.hermes/skills/
```
Once loaded, reference skills by name in your conversation. Hermes will apply the full workflow when it detects career-related requests.
Once loaded, reference skills by name in your conversation. Hermes will apply the full workflow when it detects career or HR-related requests.
---
## Skill Integrations
Each skill works standalone, but they're designed to work together:
Each skill works standalone, but they're designed to work together — within each set AND across sets:
### Career Skills Flow
```
career-gps ──────── Sets long-term direction
│
@@ -574,6 +874,49 @@ interview-commander ─ Prepares you for every round
salary-negotiator ── Maximizes your offer
```
### HR Team Skills Flow
```
hr-talent-pipeline ── Forecasts needs and builds employer brand
│
▼
hr-job-description-forge ─ Writes compelling JDs
│
▼
hr-candidate-hunter ── Agentic sourcing (LinkedIn, GitHub, etc.)
│
▼
hr-interview-designer ─ Structured interviews with scored rubrics
│
▼
hr-offer-architect ─── Designs and presents competitive offers
│
▼
hr-onboarding-commander → 90-day ramp to full productivity
│
▼
hr-retention-radar ──── Detects flight risk, diagnoses causes
│
▼
hr-culture-architect ── Measures and evolves culture health
```
### Cross-Set Integration
```
Career Skills HR Team Skills
───────────── ──────────────
interview-commander ◀──shares───▶ hr-interview-designer
(candidate prep) (interview design)
salary-negotiator ◀──shares───▶ hr-offer-architect
(market research) (comp benchmarking)
linkedin-optimizer ◀──shares───▶ hr-candidate-hunter
(profile optimization) (LinkedIn sourcing)
career-gps ◀──shares───▶ hr-retention-radar
(career trajectory) (growth & retention)
```
Skills also integrate with external Claude Code skills:
- **browser** — LinkedIn automation, web research, job board scraping
- **bird** — Twitter/X engagement and networking
@@ -585,30 +928,54 @@ Skills also integrate with external Claude Code skills:
## File Structure
```
~/.claude/skills/
jobhunter-master.md # Multi-phase job hunting
resume-architect.md # ATS-optimized resume generation
cover-letter-craft.md # Persuasive cover letter writing
interview-commander.md # Interview preparation & mock sessions
salary-negotiator.md # Compensation research & negotiation
career-gps.md # Strategic career planning
linkedin-optimizer.md # LinkedIn profile & content optimization
job-switch-advisor.md # Stay/switch decision analysis
skills/
# Career Skills (Job Seekers)
jobhunter-master.md # Multi-phase job hunting
resume-architect.md # ATS-optimized resume generation
cover-letter-craft.md # Persuasive cover letter writing
interview-commander.md # Interview preparation & mock sessions
salary-negotiator.md # Compensation research & negotiation
career-gps.md # Strategic career planning
linkedin-optimizer.md # LinkedIn profile & content optimization
job-switch-advisor.md # Stay/switch decision analysis
# HR Team Skills (Hiring Teams)
hr-candidate-hunter.md # Agentic LinkedIn sourcing & outreach
hr-job-description-forge.md # Inclusive, SEO-optimized JDs
hr-interview-designer.md # Structured interviews & rubrics
hr-offer-architect.md # Comp benchmarking & offer design
hr-onboarding-commander.md # 90-day onboarding plans
hr-retention-radar.md # Flight risk detection & retention
hr-culture-architect.md # Culture audit & values definition
hr-talent-pipeline.md # Hiring forecasts & employer brand
~/memory/
career-plan.md # Long-term career roadmap
job-targets.md # Active job search targets
story-arsenal.md # Interview stories (STAR format)
comp-research/ # Salary market data
cover-letters/ # Per-application letters
resumes/ # Per-application resumes
interview-prep/ # Interview preparation notes
# Career outputs
career-plan.md # Long-term career roadmap
job-targets.md # Active job search targets
story-arsenal.md # Interview stories (STAR format)
comp-research/ # Salary market data
cover-letters/ # Per-application letters
resumes/ # Per-application resumes
interview-prep/ # Interview preparation notes
# HR outputs
hr/
candidate-tracker-[role].md # Candidate tracking per role
pipeline-[department].md # Department talent pipeline
hiring-forecast-[year].md # Annual hiring plan
culture-audit-[date].md # Quarterly culture assessment
retention-scorecard-[q].md # Quarterly flight risk scores
interview-plan-[role].md # Interview plans per role
onboarding-[employee].md # Individual onboarding plans
offer-[candidate]-[date].md # Offer details per candidate
```
---
## Who Is This For?
**Career Skills — For Individuals:**
- **Software engineers** applying to 50+ companies with the same resume
- **Career changers** breaking into tech (or out of it)
- **Senior engineers** targeting staff/principal at specific companies
@@ -616,6 +983,14 @@ Skills also integrate with external Claude Code skills:
- **Freelancers** building a consulting practice
- **Anyone** who's ever accepted a job offer without negotiating
**HR Team Skills — For Hiring Teams:**
- **HR managers** sourcing candidates across LinkedIn, GitHub, and communities
- **Recruiters** tired of generic outreach that gets ignored
- **Hiring managers** running inconsistent or unstructured interviews
- **Founders** building an HR practice from scratch at early-stage startups
- **People ops teams** improving retention, culture, and onboarding
- **Anyone** who's ever lost a great hire to a slow offer process
---
## Contributing