People Ops & Recruiting Toolkit

Turn a job description into a weighted, anchored rubric for the pre-interview resume/CV screen so applicants are filtered against the same job-relevant criteria, in writing, before opinions form. Use when you have a JD and an applicant pile and need to decide who advances to interviews, set up a fair resume screen, or replace gut-feel resume sorting with a defensible filter. Do NOT use when building the interview-loop scorecard interviewers fill in during or after interviews - use hiring-scorecard instead.

Generates a structured candidate-interview question set where every behavioral (STAR) and role-specific item maps to a defined competency and ships with strong/borderline/red-flag answer anchors plus delivery notes. Use when someone asks "write interview questions for this role", "build an interview loop", "turn this rubric into questions per interviewer", or is planning a hiring interview, building a question bank, or standardizing how a panel assesses candidates. Do NOT use to consolidate completed scorecards into a hire decision - use interview-debrief-synthesizer instead; do NOT use for user-research or customer discovery interviews - use interview-guide-builder instead; do NOT use to build the competency rubric or scorecard itself - use hiring-scorecard or screening-rubric-builder instead.

Drafts short, honest recruiting outreach and InMail messages to a passive candidate, anchored on one researched, candidate-published professional fact, for a human recruiter to review and send. Use when someone asks "write an InMail to this engineer", "personalize this sourcing message", "draft outreach from this profile", or is contacting a passive candidate about a specific role. Do NOT use for sales or founder cold email to prospects - use cold-email-craft. Do NOT use for designing the multi-touch cadence, channel mix, and follow-up timing around the message - use outreach-sequence-designer. Do NOT use for writing the job description itself - use job-description-writer.

Drafts unambiguous candidate offer letters and respectful, legally-careful candidate rejection notes for a human to review and send. Use when you are asked to write, draft, or word an offer letter, an offer email, or a candidate rejection/decline note - or to soften, tighten, or de-risk an existing draft of one. Do NOT use when writing performance feedback for a current employee - use feedback-writer instead.

Produces a 30/60/90-day onboarding plan for a specific role with phased milestones, first-week setup, observable success criteria, and ramp reviews. Use when a new hire has an accepted offer or start date, or when asked to write, draft, or improve a 30/60/90 / ramp / onboarding plan for a role. Do NOT use for the structure of ongoing recurring 1:1s - use 1on1-agenda instead.

Consolidates multiple interviewer scorecards into a calibrated hire/no-hire summary that foregrounds evidence, surfaces disagreement, and flags bias risks for a human panel. Use when you have collected scorecards or written feedback from a completed interview loop and need to run the debrief, calibrate divergent ratings, or produce a defensible decision write-up. Do NOT use when you are preparing questions or rubrics before interviews - use interview-question-kit instead.

Builds structured interview scorecards tied to role-specific signals to reduce bias and improve calibration. Use when opening a new role or auditing an existing interview loop for consistency.

Drafts specific, observable, kind workplace feedback using the SBI model - Situation, Behavior, Impact - for both praise and correction. Use when someone asks "help me give feedback to a teammate", "how do I tell my report they keep missing deadlines", "make this feedback less vague", or wants to reinforce a good behavior specifically. Do NOT use for formal performance review documents - use performance-review-writer instead; for feedback on student work, use student-feedback-writer; for mediating an active interpersonal dispute, use conflict-resolution.