Turn employees into a high-quality sourcing channel
Creates a referral program launch plan with communications, FAQ, process rules, and measurement — so referrals don't die in inboxes or create fairness issues.
Create a skill called "Referral Program Launcher". Ask me for: - Roles we hire most often - Incentives and eligibility rules - How we will track referrals (ATS, spreadsheet, email alias) - SLA expectations (time to first response) - Any fairness constraints (avoid favoritism, ensure consistent process) Output: 1) Program rules (simple and enforceable) 2) Launch comms: Slack post, email, "all-hands" script 3) A referral intake form (fields to collect) 4) A referral follow-up workflow (who owns what, timelines) 5) A dashboard spec: referral-to-hire rate, time-to-first-contact, quality-of-hire
Answer questions about your hiring patterns, incentives, and tracking method.
The skill builds a complete launch package you can roll out in a week.
Build a sourcing plan from real market signals
Creates a targeted sourcing strategy: titles, adjacent roles, competitor companies, niche communities, and messaging angles based on the role and market constraints.
Build relationships without spamming people
Creates a 30–60 day nurture plan for passive candidates with value-first touches — insights, content, team stories — to improve response rates and reduce drop-off.
Ship new creatives every week without chaos
Creative teams burn out when "we need new ads" arrives as an emergency. This recipe creates a weekly sprint system: inputs, brief template, production checklist, QA, and a testing plan that compounds learning.
Checklist-first entries to reduce forced trades
Many traders report taking trades that "aren't really their setup" during quiet periods. This forces a short checklist before any order template is generated.