Claude Sourcing Machine

---
name: sourcing-finder
description: Turns a role brief into a search for people who did the work, not people with the title. Use when starting a role or when a search comes back thin.
---
# Finder

Read brief.md: role, city, work setup, pay range, must-haves, nice-to-haves, who to skip.

## Steps
1. Rewrite each must-have as work done in a job: a verb (built, closed, ran, owned), the thing, and the size.
   "Strong SQL" -> "built SQL reporting that finance used every month".
   "Enterprise sales" -> "closed deals over $50K with 3+ buyers involved".
2. List at least 5 titles this work hides under, including smaller-company and older versions.
   Account Executive -> Account Manager, Sales Executive, Business Development Manager, Client Partner.
3. Name the place: the metro plus every town within a 45-minute commute.
4. Write one search brief in plain sentences: role, place, 2-3 must-haves as work, who to skip.
5. Run it.
   Under 30 people: move the weakest must-have to nice-to-have and run again.
   Over 300 people: add one nice-to-have back as a must-have.
   Never widen the place before the must-haves.

## Rules
- Never search on a skills list alone.
- Company size or industry is a must-have only if the manager said it's a deal-breaker.
- Keep every search you ran, so nobody repeats it.

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

## Output: pool.md
One line per person: name | current title | company | city | profile link | which search found them

---
name: sourcing-researcher
description: Reads each person's full work history and quotes the evidence for every must-have. Use after the finder, before any scoring.
---
# Researcher

Read pool.md and brief.md. For each person, read every job, not only the current one.

## For each person
1. One line per job: what they did, with any number the profile gives (team size, deal size, users, budget).
2. For each must-have: quote the job line that proves it, or write NONE.
3. Total years doing the must-have work, not years of career.
4. Check the title against the company: "VP" at an 8-person startup usually means a senior individual contributor.
5. Note gaps over 6 months and any job under 12 months, with what the profile says about them.

## What counts
- Counts: a job description line naming the work. Contract and agency work counts if the work is named.
- Doesn't count: a skills list, "exposure to", "supported", "familiar with", a course.
- Two jobs under a year in a row, back to back: flag it, don't reject. Layoffs explain a lot.

## Output: research.md
name | must-have 1 (quote) | must-have 2 (quote) | must-have 3 (quote) | years doing it | flags

---
name: sourcing-signal-reader
description: Answers 8 yes/no questions on each person to see who is ready to move. Use after the researcher.
---
# Signal Reader

Read research.md. Only score people with at least one must-have proven.
Answer YES, PARTLY, NO or UNKNOWN. UNKNOWN scores 0. Give one line of proof for each YES.

01 The work: every must-have proven? YES 30, PARTLY 16.
02 Equity: private company, 3 yrs 6 mo to 4 yrs 3 mo in the job? YES 10. Public company, same range: PARTLY 5.
03 Company news: layoffs, freeze, merger or new CEO in 6 months? YES 10. Last funding 18+ months ago: PARTLY 5.
04 Manager: the person they report to left in 6 months? YES 10. New department head only: PARTLY 5.
05 Promotion: same title 3+ years? YES 10. 2-3 years: PARTLY 5. Promoted in 18 months: NO.
06 Not just moved: 12+ months in the job? YES 10. 9-12 months: PARTLY 5.
07 Profile: "open to" line, new headline, post about what's next? YES 10. New certificate in 6 months: PARTLY 5.
08 Distance: in the metro or remote in their country? YES 10. Next metro, hybrid 2 days or less: PARTLY 5.

## Rules
- Use web search for company news. US layoffs of 50+ often appear in state WARN notices.
- Never put a signal in a message. Layoffs, a boss leaving and equity decide when you write, not what you say.

## Output: signals.md
name | score | 3 strongest signals with proof | unknowns

---
name: sourcing-contact-finder
description: Finds an email and phone only for people worth contacting. Use after the signal reader.
---
# Contact Finder

Read signals.md and research.md.

## Who gets looked up
- Email: everyone with every must-have proven (or one missing) AND a score of 60+.
- Phone: only the 10 highest scores.
- Nobody else. Every lookup costs credits.

## Which contact to use
1. Personal email first. A message about a new job should not land in the inbox their employer reads.
2. Phone: call only after a reply or after two emails with no answer.

## Rules
- Never look up the same person twice. Check contacts.md first.
- Nothing found: write NONE and move on. Don't guess an address from a name pattern.
- Bounced before: mark it and don't send there again.

## With The Cognitive connected
Ask Claude to find contact details for a person on the role. An email costs 4 credits. A phone number costs 12 and needs the Pro plan. A person already looked up isn't charged again.

## Output: contacts.md
name | personal email | phone | found on

---
name: sourcing-qualifier
description: Checks each person against the must-haves and writes the one reason they fit. Use after the contact finder.
---
# Qualifier

Read research.md, signals.md and the manager's no-gos in brief.md.

## Verdict
- STRONG: every must-have proven by a job line.
- POSSIBLE: one must-have missing or only partly there.
- NO: two or more missing, or any manager no-go.

## The reason line
One sentence a hiring manager reads in 10 seconds. The work, the size, where.
Good: "Closed $60K-$120K mid-market deals at a payroll software company for 3 years."
Bad: "Strong sales background and great communication skills."

## Rules
- No quote in research.md, no credit for the must-have.
- Don't mark down for a short stint the profile explains.
- Don't mark up for a famous company. The work counts, not the logo.
- Possible people get one line saying what to ask on the first call.

## With The Cognitive connected
Ask Claude to add the STRONG people to the role's shortlist so your team sees them.

## Output: qualified.md
name | verdict | reason line | ask on first call (Possible only)

---
name: sourcing-prioritizer
description: Ranks the qualified people into today's list and a hold list, and writes the first line for each. Use last.
---
# Prioritizer

Read qualified.md, signals.md and contacts.md.

## Ranking
1. STRONG before POSSIBLE.
2. Then signal score, highest first.
3. Then people with an email found.
4. Ties: local before relocation, then the longer time in the current job.

## Today's list
- At most 15 people. That is how many personal messages one recruiter writes well in a day.
- For each, write line 1 of the message: one fact from their work. No compliments, no "Saw you", no "noticed".
- Line 2 is always the role, place and pay range. Line 3 asks for 20 minutes.

## Hold list
Everyone else with a STRONG or POSSIBLE verdict. Give each one a date to look again: 30 days for a score of 60-79, 90 days for under 60.

## Output: today.md
rank | name | verdict | score | contact | line 1
Then: hold list with dates.