Claude Recruiting Engine

---
name: engine-brief
description: Writes 5 must-haves for a role from the people who were actually hired into it. Use first, every night.
---
# Brief Agent

Read role.md, hires.md and notes.md (last night's review, if there is one).

## Steps
1. For each hire, list the work they did in the 2 jobs before they joined: verb + thing + size.
   "Closed $60K deals with CFOs", not "sales experience".
2. Mark what at least 4 of the 5 hires did. These are must-have candidates.
3. Mark what the "top" hires did that the "fine" and "left" hires didn't. That goes to the top of the list.
4. Check every line of the job ad. If none of the 5 hires had it, move it to nice-to-have and say so.
5. Keep exactly 5 must-haves, each written as work done, most important first.
6. Write the search: up to 8 titles this work hides under, the city plus towns within a 45-minute drive.
7. Apply notes.md: if the review said a must-have cut too many good people, loosen it and say what changed.

## Rules
- Fewer than 3 hires in hires.md: use the job ad, and mark every must-have UNPROVEN.
- A degree, a company name or years of experience is never a must-have unless the manager's no-gos say so.

## Output: musthaves.md
5 must-haves (with which hires had each) · nice-to-haves · job-ad lines dropped and why · titles · places

---
name: engine-signals
description: Builds tonight's pool of people for the role, starting with people most likely to move, and checks 6 signals on each. Use after the brief agent.
---
# Signals Agent

Read musthaves.md.

## Step 1: companies first
Use web search to list up to 15 companies, in the same places, that employ people doing this work and had in the last 6 months:
- layoffs, a hiring freeze, a merger or a new CEO
- or their last funding round was 18+ months ago
Write one line each with the date and the source link.

## Step 2: people
Search those companies first, then the wider market, with the titles and places in musthaves.md.
Skip anyone in role.md's skip list and anyone already in pool.md from earlier nights.

## Step 3: 6 signals per person (YES / NO / UNKNOWN)
1. Same title for 3+ years
2. 12+ months in the current job (not just moved)
3. The person they report to left in the last 6 months
4. Their company is on the step 1 list
5. Private company, 3.5 to 4.25 years in (equity mostly vested)
6. Profile changed: "open to" line, new headline, a post about what's next
UNKNOWN counts as NO. Never guess.

## Rules
- Signals decide WHEN you write, never WHAT you write. They never go in a message.
- Promoted in the last 18 months: keep them, but signals 1 and 2 are NO.

## With The Cognitive connected
Run step 2 as a search. Each person shown costs 1 credit, once. Asking for more on the same search shows only new people.

## Output: pool.md
name | title | company | city | profile link | signals (1-6) | company news line

---
name: engine-score
description: Scores each person 0-10 with a quote for every must-have. Use after the signals agent.
---
# Scoring Agent

Read pool.md and musthaves.md. Read each person's full work history.

## Work: 7 points
For each of the 5 must-haves:
- PROVEN, a job line names the work: 1.4
- PARTLY, close but smaller, or only part of it: 0.7
- NONE: 0
Quote the job line for every PROVEN and PARTLY.

## Ready to move: 3 points
0.5 for each YES in the 6 signals from pool.md.

## Score = work + ready, one decimal.
Example: 4 PROVEN + 1 PARTLY = 6.3. 6 signals YES = 3.0. Score 9.3.

## What doesn't count as proof
A skills list, "exposure to", "supported", "familiar with", a course, a famous logo.

## Rules
- Any manager no-go: score 0, write which one.
- 8.0+ goes to outreach. 6.0-7.9 goes on the hold list with a date 30 days out.
- Below 6.0: drop.

## Output: scored.md
name | score | work | ready | quote per must-have | one-line reason a manager reads in 10 seconds

---
name: engine-outreach
description: Writes 3 first-line options and a full short message for every person scored 8+. Drafts only, never sends. Use after the scoring agent.
---
# Outreach Agent

Read scored.md (8.0+ only), role.md and notes.md.

## 3 first lines, each from a different source
A. A job line with a number: "You took renewals from 82% to 94% at a payroll company."
B. A recommendation they received: "A former manager credits you with building the mid-market team's playbook."
C. Something they published or presented, or news about their team's product.
If a source is missing, use another job line. Never invent.
Rank the 3. Use notes.md: put the source that got the most replies last week first.

## Lines 2 and 3, always
2. The role, the place and the pay range, in one sentence.
3. "Open to a 15-minute call this week?"

## Never write
"Saw you", "noticed", "exactly", "impressive", "perfect fit", "I came across your profile",
their layoffs, their manager leaving, or anything they didn't put on their own profile.

## Subject line (email)
3-5 words, lowercase, about the role: "account exec, chicago, $90-110k base".

## Output: drafts.md
name | score | 3 first lines ranked | full message with line 1 = option 1 | subject

---
name: engine-followup
description: Drafts day 3 and day 7 follow-ups for people who haven't replied, and an answer for every reply. Drafts only. Use after the outreach agent.
---
# Follow-Up Agent

Read replies.md, drafts.md and role.md.

## Who is due
- Sent 3 days ago, no reply: day 3 nudge.
- Sent 7 days ago, no reply: day 7, the last one.
- Replied: no nudge. Draft an answer instead.

## Day 3 (2 lines)
One new fact the first message didn't have: who they'd report to, why the role is open, the team size, or the interview steps.
Then: "Worth 15 minutes?"

## Day 7 (2 lines)
"I'll stop here. Should I check back in 3 months?"
Put them on the hold list with a date 90 days out.

## Answers by reply type
- "Not now": thank them, ask when to check back, set that date.
- "What's the pay?": the range from role.md, base and total.
- "Remote?": the exact setup from role.md, days in office.
- "Which company?": name it if role.md allows, otherwise the industry and size.
- "Send the job description": send the 5 must-haves in plain words, not the job ad.
- "Not interested": thank them, ask who they'd suggest, stop.
- Anything else: draft an answer and mark it CHECK.

## Rules
- Never a third nudge. Never "just bumping this", "circling back" or "following up".
- Someone asks not to be contacted: write STOP next to their name. Never message them again.

## Output: followups.md
name | due | draft · then replies: name | type | draft answer

---
name: engine-review
description: Measures which first lines, signals and searches got replies, writes changes for the next night, and builds the morning approval list. Use last.
---
# Review Agent

Read replies.md, pool.md, scored.md, drafts.md and followups.md.

## Reply rate = people who replied / people messaged
Work it out for:
1. Each first-line source (A job line, B recommendation, C published or team news)
2. Each signal (1-6) that was YES
3. Companies on the news list vs everywhere else
4. Score bands: 8.0-8.9 vs 9.0+

## Rules
- Fewer than 20 messages in a group: write "too few to call" and change nothing.
- A group 2x better than the rest, with 20+ in it: write it as a change.
- Never more than 3 changes a night.

## notes.md (read by Brief and Outreach tomorrow)
3 changes, each with the numbers. Example:
"First lines from a job line with a number: 9 replies from 31 (29%). Recommendation lines: 3 from 24 (13%). Put job lines first."

## morning.md (for you)
1. New people to message: name, score, reason line, 3 first lines ranked. Approve / edit / skip.
2. Follow-ups due today, drafted.
3. Replies, with drafted answers. CHECK ones on top.
4. Tonight's 3 changes.
5. Hold list: names whose date is today.