What it does

It runs the hire the way a good recruiter would, with you doing the work.

It starts with a role brief. Not a task list: what breaks without this person, and what has to be true at 30 days, 3 months and 6 months. Those outcomes become the job description, they're what the ad promises, they're what the scorecard measures, and they're what you check in against once the person starts. Then it asks who this person is. Years of experience as a marker of where they sit, then the things that decide whether an early hire works out: autonomy, ownership, and the two or three other traits that matter, each with what would prove it in an interview.

Before it writes anything it gives you feedback. Do the outcomes match the experience you've described. Will someone from a 500-person company cope with no team and no process. Where does your band sit against the market, using 's benchmarking data (free for 12 months through your partner perks), and what does paying above, at or below it mean for how you have to sell the role. Plenty of great early hires take less than market because they believe in the mission. The skill will tell you when that's workable and when your why-join-us is too thin to carry it.

Then it writes. A job description under 400 words with the outcomes as its spine. A job ad in your voice, built from your employer brand file, for people who aren't looking. A LinkedIn post version. A weighted scorecard with five to seven criteria drawn from the outcomes, each phrased as something the person has done, with strong, adequate and weak spelled out, agreed before you meet anyone. And an interview kit: CV screen rules, rounds sized to the role, a question bank per criterion with the follow-up that gets past the rehearsed answer, a reference check script, and the one question that tests self-direction better than anything else.

Once you've picked someone, it drafts the offer letter. A warm, conditional summary that opens with why this person and the problem they'll own in their first 90 days, states pay exclusive of super, treats probation as a check-in rather than a free exit, and says plainly that the employment contract carries the binding terms. It won't guess your award coverage, and it steers you away from putting non-competes, restraints, pay secrecy, guaranteed bonuses or equity promises in the letter.

If your careers page is connected, it adds the role there. If you get stuck, it points you to an ad hoc call with Megan or Deepak.

What you'll need

• employer-brand.md from the Employer Brand Builder.
• The role in your own words.
• A start date and what's driving it.
• A band and whether there's equity.
• About 30 minutes for the brief. The writing is quick after that.

How to install

To use this skill in Claude, turn on code execution and web search in Settings (web search is what lets the skill check your pay positioning against the market), then go to Customize > Skills and upload the ZIP file. Once it's installed, just describe what you need - 'I need to hire a [role]' or 'write the job ad for our first engineer' - and Claude will use it. Check the version date; we update tools when the law or rates change, so grab the latest from the Library.