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>
2026-04-21 13:14:44 +00:00
parent 136965553f
commit 1411736526
9 changed files with 2579 additions and 60 deletions
--- a/skills/hr-talent-pipeline.md
+++ b/skills/hr-talent-pipeline.md
@@ -0,0 +1,267 @@
+# HR Talent Pipeline Builder
+**Build a continuous talent engine — not reactive, one-off recruiting.**
+Most companies recruit when they have an opening. Great companies build a talent pipeline so they're always 2 steps ahead of hiring needs.
+
+## Philosophy
+Reactive recruiting is expensive and slow. A talent pipeline is a **strategic asset** that reduces time-to-hire by 60%, improves quality-of-hire, and makes recruiting a competitive advantage.
+
+The model:
+1. **Forecast** — Know what you'll need before you need it
+2. **Attract** — Build employer brand that pulls candidates in
+3. **Nurture** — Maintain relationships with future candidates
+4. **Convert** — Turn pipeline into hires when roles open
+5. **Optimize** — Measure and improve pipeline health continuously
+
+## Input Required
+- Company growth plan and hiring forecast
+- Current team composition and skill gaps
+- Employer brand assets (careers page, Glassdoor, social)
+- Budget for employer branding and events
+- Historical hiring data (time-to-fill, source quality, cost-per-hire)
+
+## Workflow
+
+### Phase 1: Hiring Forecast
+```
+Build a rolling 12-month hiring plan:
+
+By quarter, forecast:
+  Q1: [X] hires in [roles] for [reason]
+  Q2: [X] hires in [roles] for [reason]
+  Q3: [X] hires in [roles] for [reason]
+  Q4: [X] hires in [roles] for [reason]
+
+For each planned hire, define:
+  Role: [Title, level, department]
+  Priority: P0 (critical) / P1 (high) / P2 (nice-to-have)
+  Timeline: When does this person need to start?
+  Lead time: [Start date] - [Time-to-hire] = when to begin sourcing
+  Source strategy: [Primary and secondary channels]
+  Budget: Salary range + recruiting costs
+
+Hiring plan inputs:
+- Product roadmap (new features = new skills needed)
+- Revenue targets (growth = headcount)
+- Attrition forecast (historical rate × team size)
+- Strategic initiatives (new markets, new products)
+- Backfills (planned departures, promotions)
+
+Rule: Start sourcing 8-12 weeks before the target start date.
+```
+
+### Phase 2: Employer Brand Engine
+```
+Your employer brand is your 24/7 recruiting machine.
+
+Career Page Audit:
+□ Clear value proposition (why work here, not just what you do)
+□ Employee stories and testimonials (video > text)
+□ Culture section with real photos, not stock images
+□ Open roles prominently displayed
+□ Easy apply process (< 5 minutes)
+□ Mobile-optimized
+□ Salary transparency (ranges shown)
+
+Content Strategy:
+  LinkedIn (weekly):
+  - Employee spotlights and day-in-the-life posts
+  - Behind-the-scenes content (team rituals, ship celebrations)
+  - Thought leadership from team members
+  - Hiring announcements with role context
+  - Company milestone celebrations
+
+  Engineering Blog (bi-weekly):
+  - Technical deep-dives from team members
+  - "How we built X" posts
+  - Engineering culture and practices
+  - Open-source contributions and community work
+
+  Twitter/X (3-5x/week):
+  - Team achievements and launches
+  - Industry commentary from team members
+  - Hiring hashtags (#hiring, #jobs, #[role])
+  - Retweet and amplify team members' content
+
+  Glassdoor Management:
+  - Respond to all reviews (positive and negative)
+  - Thank positive reviewers genuinely
+  - Address negative feedback constructively
+  - Share company updates and responses
+  - Target: 4.0+ rating with 50+ reviews
+
+Events & Community:
+  - Host or sponsor meetups in target domains
+  - Present at conferences (technical talks, not recruiting booths)
+  - Organize workshops or open-source hack days
+  - University partnerships and internship programs
+  - Industry community sponsorship
+```
+
+### Phase 3: Pipeline Categories
+```
+Organize your talent pool by relationship stage:
+
+Tier 1: Active Candidates (in pipeline now)
+  - Applied to current openings
+  - Currently in interview process
+  - Recently interviewed but not selected (for different role)
+  Volume: 20-50 per active role
+  Action: Move through process quickly
+
+Tier 2: Warm Leads (engaged but not applying)
+  - Attended your events or webinars
+  - Engaged with your content on social media
+  - Referred by current employees
+  - Previously applied and were strong but timing was off
+  Volume: 100-200 per department
+  Action: Nurture monthly, reach out when relevant roles open
+
+Tier 3: Passive Prospects (identified but not engaged)
+  - Found through sourcing but haven't responded yet
+  - In your CRM but no recent interaction
+  - Match ideal candidate profile but no relationship
+  Volume: 500-1000 per department
+  Action: Warm up with content, engage on social, attend same events
+
+Tier 4: Future Talent (not ready yet)
+  - University students in relevant programs
+  - Bootcamp graduates building portfolios
+  - Junior professionals 1-2 levels below target
+  - Community members showing potential
+  Volume: Unlimited
+  Action: Long-term nurture, mentorship, internship programs
+
+Pipeline CRM Structure:
+  For each contact:
+  - Name, title, company, location
+  - Skills and experience summary
+  - Source (referral, event, LinkedIn, inbound)
+  - Relationship stage (Tier 1-4)
+  - Last contact date
+  - Next action and date
+  - Notes and context
+  - Preferred contact method
+```
+
+### Phase 4: Nurture Programs
+```
+Systematic relationship building:
+
+Monthly Nurture Touchpoints:
+  Email newsletter:
+  - Company updates and achievements
+  - New open roles (highlight 2-3)
+  - Team member spotlight
+  - Technical or industry content
+  Subject line: specific, not "Monthly Update"
+
+Quarterly Events:
+  - Virtual open house or AMA with team leads
+  - Technical workshop or lunch-and-learn
+  - Informal virtual coffee matching
+  - Hackathon or coding challenge
+
+Ad-Hoc Touchpoints:
+  - Congratulate on career milestones (promotions, launches)
+  - Share relevant content (articles, talks, resources)
+  - Invite to company events or meetups
+  - Ask for advice or input (people love being consulted)
+  - Birthday or work anniversary notes
+
+Referral Engine:
+  - Employee referral program with clear bonus ($3K-10K per hire)
+  - Make referring easy (1-click LinkedIn share)
+  - Public referral recognition
+  - Track referral source quality
+  - Target: 30-40% of hires from referrals
+
+University Pipeline:
+  - Partner with 3-5 target university programs
+  - Offer internships with conversion path
+  - Guest lecture or mentor capstone projects
+  - Sponsor student hackathons or clubs
+  - Alumni network activation
+```
+
+### Phase 5: Pipeline Metrics
+```
+Track pipeline health with these metrics:
+
+Funnel Metrics:
+  Source → Identified → Engaged → Screened → Interviewed → Offered → Hired
+
+  Track conversion at each stage:
+  - Source → Engaged: 20-30% (response rate)
+  - Engaged → Screened: 40-50%
+  - Screened → Interviewed: 50-60%
+  - Interviewed → Offered: 20-30%
+  - Offered → Hired: 75-85%
+
+Pipeline Health Metrics:
+  - Pipeline coverage: Candidates per open role (target: 5:1)
+  - Time-to-fill: Days from opening to accepted offer (target: <45 days)
+  - Time-to-hire: Days from first contact to start date (target: <60 days)
+  - Cost-per-hire: Total recruiting cost / hires made
+  - Source quality: Which channels produce the best hires
+  - Offer acceptance rate: Offers accepted / offers made (target: 80%+)
+  - Quality-of-hire: 90-day performance rating of new hires
+  - Pipeline velocity: How fast candidates move through stages
+
+Monthly reporting:
+  - Active pipeline by role and stage
+  - Conversion rates by stage (identify bottlenecks)
+  - Source performance comparison
+  - Open roles vs. pipeline coverage
+  - Forecasted hires vs. actual hires
+  - Budget utilization
+```
+
+## Diversity & Inclusion Pipeline
+```
+Build diversity into every stage of the pipeline:
+
+Sourcing:
+- Include diverse job boards (PowerToFly, Jopwell, HBCU career boards)
+- Search for candidates from underrepresented backgrounds proactively
+- Partner with diversity-focused communities and organizations
+- Ensure sourcing Boolean includes diverse companies and backgrounds
+
+Screening:
+- Blind resume review (remove names, photos, schools initially)
+- Structured screening with standardized questions
+- Diverse interview panels
+- Calibration sessions to check for bias
+
+Interviewing:
+- Diverse interview panel for every candidate
+- Structured interviews with scored rubrics
+- Bias training for all interviewers
+- Separate "culture add" from "culture fit"
+
+Offering:
+- Standardized offer bands by level (reduce negotiation disparity)
+- Transparent compensation philosophy
+- Equal starting offers for equal roles
+- Monitor offer acceptance rates by demographic
+
+Retention:
+- Mentorship programs for underrepresented groups
+- Employee resource groups (ERGs)
+- Regular inclusion surveys
+- Diverse leadership representation goals
+```
+
+## Integration with Other Skills
+- **hr-candidate-hunter**: Pipeline feeds into active sourcing
+- **hr-job-description-forge**: Employer brand content needs great JDs
+- **hr-interview-designer**: Pipeline candidates skip early screening rounds
+- **hr-offer-architect**: Pipeline relationships speed up offer-to-close
+- **hr-culture-architect**: Culture is the foundation of employer brand
+- **hr-retention-radar**: Employee retention data informs hiring forecasts
+
+## Files
+- `memory/hr/hiring-forecast-[year].md` — Annual hiring plan by quarter
+- `memory/hr/pipeline-[department].md` — Department talent pipeline
+- `memory/hr/pipeline-metrics-[month].md` — Monthly pipeline analytics
+- `memory/hr/employer-brand-calendar.md` — Content and event schedule
+- `memory/hr/referral-tracking.md` — Employee referral program data