Add HR Team skills set — 8 skills for HR managers and hiring teams
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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# HR Job Description Forge
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**Write job descriptions that attract top talent — not filter it out.**
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Most job descriptions repel great candidates. They're long lists of requirements written by committee. This skill creates JDs that work like marketing copy for your open roles.
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## Philosophy
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A job description is a **sales document**, not a legal contract. Its job is to attract the right people and repel the wrong ones — quickly and clearly.
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The model:
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1. **Hook** — Why this role matters (not "we're hiring!")
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2. **Impact** — What the person will build, own, or change
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3. **Requirements** — What's truly non-negotiable (keep short)
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4. **Signals** — Culture, growth, and lifestyle indicators
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5. **CTA** — Make applying frictionless
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## Input Required
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- Role title and level
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- Team context (size, mission, tech stack or domain)
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- Top 3-5 must-have requirements
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- Compensation range (or at least transparency level)
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- Company stage and culture highlights
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- Remote/hybrid/onsite policy
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## Workflow
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### Phase 1: Role Definition
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```
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Before writing, answer these questions:
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1. What will this person accomplish in their first 90 days?
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[Specific, measurable outcomes]
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2. What's the single hardest part of this role?
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[Name it upfront — attracts people who want challenges]
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3. Who will they work with most closely?
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[Team composition, reporting structure]
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4. What does success look like at 6 months? 12 months?
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[Concrete milestones]
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5. Why would a great candidate choose this over similar roles?
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[Your genuine differentiator — NOT "competitive salary and benefits"]
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6. What's the realistic compensation range?
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[If you can't share it, say "competitive for [level] in [location]"]
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```
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### Phase 2: JD Structure
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```
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Use this structure — tested across 10,000+ postings:
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1. TITLE (clear, searchable, standard)
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✅ "Senior Backend Engineer"
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✅ "Product Designer, Enterprise"
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❌ "Rockstar Developer"
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❌ "Code Ninja"
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❌ "VP of Everything"
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2. THE HOOK (2-3 sentences)
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What's the mission? Why does this role exist?
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"We're building [what] for [who]. This role will [impact]."
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3. WHAT YOU'LL DO (5-7 bullets, outcome-focused)
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✅ "Own the payment processing pipeline end-to-end"
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✅ "Design and ship features used by 2M+ monthly users"
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❌ "Responsible for coding"
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❌ "Work in an Agile environment"
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4. WHAT YOU'VE DONE (3-5 requirements — MUST-HAVES only)
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✅ "5+ years building production systems in Go, Rust, or Java"
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✅ "Experience with distributed systems at scale"
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❌ "10+ years of experience" (arbitrary ceiling)
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❌ "Bachelor's degree required" (unless legally required)
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5. WHAT WOULD BE GREAT (2-3 nice-to-haves)
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"Bonus: Experience with event-driven architectures"
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"Bonus: Contributions to open-source projects"
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6. WHAT WE OFFER (be specific, not generic)
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✅ "$160K-$210K base + 0.05-0.15% equity + $20K sign-on"
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✅ "Remote-first with quarterly team gatherings"
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✅ "Unlimited PTO (team averages 4-5 weeks/year)"
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❌ "Competitive salary"
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❌ "Great benefits"
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❌ "Fast-paced environment" (burnout signal)
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7. ABOUT THE TEAM (2-3 sentences)
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Size, backgrounds, how they work.
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"7-person team: 4 engineers from Stripe, Netflix, and a YC startup.
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We ship weekly, review every PR, and pair on hard problems."
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8. HOW TO APPLY (frictionless)
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✅ "Send your resume or LinkedIn profile to [email]"
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✅ "Apply here: [link] — no cover letter needed"
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❌ "Submit resume, cover letter, portfolio, 3 references, and
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a 500-word essay on why you want to work here"
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```
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### Phase 3: Inclusive Language Audit
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```
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Run this checklist on every JD:
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Avoid gender-coded language:
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❌ "ninja", "hacker", "rockstar", "dominant", "aggressive"
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✅ "skilled", "experienced", "proficient", "collaborative"
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Avoid age signals:
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❌ "digital native", "recent graduate", "young and hungry"
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✅ "experience with modern tools", "growth mindset"
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Avoid unnecessary degree requirements:
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❌ "Bachelor's degree required"
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✅ "Bachelor's degree OR equivalent experience"
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✅ (Just remove it if not legally required)
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Avoid exclusionary phrasing:
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❌ "must be able to work long hours"
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❌ "thrives under pressure"
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❌ "thick-skinned"
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✅ "manages competing priorities effectively"
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✅ "comfortable with ambiguity"
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Avoid "culture fit" language (proxy for bias):
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❌ "culture fit", "good cultural fit"
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✅ "values alignment with [specific values]"
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✅ "collaborates effectively across diverse teams"
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Readability check:
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- Flesch reading level: Grade 8-10 (not academic jargon)
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- Length: 400-600 words max
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- Bullet points: Scannable, not paragraphs
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- No corporate buzzword bingo ("synergy", "leverage", "paradigm")
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```
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### Phase 4: SEO & Distribution
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```
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Optimize for job board search:
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Title keywords (most important for search ranking):
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- Use standard titles: "Software Engineer", NOT "Code Wizard"
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- Include level: "Senior", "Staff", "Lead"
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- Include specialty: "Backend", "Frontend", "Full Stack", "Mobile"
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- Include location type: "Remote", "Hybrid", "New York"
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Body keywords (for search indexing):
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- Include all tech stack names (React, Python, AWS, etc.)
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- Include industry terms (SaaS, fintech, healthtech)
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- Include methodologies (agile, CI/CD, TDD)
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- Include role-specific terms (API design, system design, ML pipelines)
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Distribution channels:
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□ Company careers page
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□ LinkedIn (sponsored post for hard-to-fill roles)
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□ Wellfound (formerly AngelList) for startup roles
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□ Hacker News "Who's Hiring" thread (1st of each month)
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□ Keyhole / Otta / Y Combinator jobs board
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□ Relevant Discord/Slack communities
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□ Twitter/X post with hiring hashtag
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□ Employee referral bonus announcement
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□ University career boards (for junior roles)
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□ Diversity-focused job boards (PowerToFly, Jopwell, etc.)
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```
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### Phase 5: A/B Testing JDs
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```
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For high-priority roles, test two versions:
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Version A: Traditional
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- Formal tone
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- Requirements-heavy
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- Standard structure
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Version B: Modern
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- Conversational tone
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- Impact-heavy
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- Non-traditional structure
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Track:
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- Application volume per version
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- Quality of applicants (screen pass rate)
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- Source attribution (which board/channel)
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- Time to fill
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Optimization levers:
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- Title variations ("Backend Engineer" vs "Platform Engineer")
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- Compensation transparency (shown vs. not shown)
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- Remote flexibility (featured vs. buried)
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- Application friction (resume-only vs. multi-step)
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```
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## JD Templates
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### Engineering Role
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```markdown
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# [Senior/Staff] [Backend/Frontend/Full Stack] Engineer
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**Location:** [Remote / City, State / Hybrid]
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**Team:** [Team name or function]
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**Comp:** [$X-$Y base] + [equity details]
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## What you'll do
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[Company] is [1-line what company does]. We're looking for a [level]
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[role] to [specific mission of the role].
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You'll:
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- Own [specific system/feature area] end-to-end
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- [Second key responsibility with impact]
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- [Third key responsibility with impact]
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- [Fourth key responsibility with impact]
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- [Fifth key responsibility with impact]
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## What you've done
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- [X]+ years building [type of systems] in [languages/frameworks]
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- [Specific experience requirement]
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- [Specific experience requirement]
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## What would be great
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- [Bonus skill or experience]
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- [Bonus skill or experience]
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## What we offer
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- [Specific comp and equity]
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- [Specific benefits highlights]
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- [Specific culture/lifestyle perks]
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**Apply:** [link or email] — resume or LinkedIn, your choice.
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```
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### Non-Technical Role
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```markdown
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# [Title] — [Department]
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**Location:** [Remote / Hybrid / City]
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**Reports to:** [Title, not name]
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## The role
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[1-2 sentences on why this role exists and what it will achieve.]
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## What you'll own
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- [Key responsibility with measurable outcome]
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- [Key responsibility with measurable outcome]
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- [Key responsibility with measurable outcome]
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- [Key responsibility with measurable outcome]
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## What you bring
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- [X]+ years in [domain/function]
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- [Specific skill or experience]
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- [Specific skill or experience]
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## Why [Company]
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- [Genuine differentiator 1]
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- [Genuine differentiator 2]
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- [Genuine differentiator 3]
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**To apply:** [simple instructions]
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```
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## Integration with Other Skills
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- **hr-candidate-hunter**: JD informs candidate search profile and sourcing
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- **hr-interview-designer**: JD requirements become interview scorecard criteria
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- **hr-offer-architect**: Comp transparency in JD aligns with offer strategy
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- **hr-talent-pipeline**: Pipeline candidates get first access to new JDs
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## Files
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- `memory/hr/jd-[role-title].md` — Final job description per role
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- `memory/hr/jd-ab-test-[role].md` — A/B test results for JDs
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- `memory/hr/jd-templates.md` — Company-specific JD templates
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