Skill

brief-recruitment-profile

Produce a Recruitment Profile research brief — careers page, open roles (filtered by target function if provided), LinkedIn presence, headcount trend, hiring signals, recruiter activity, and known interview-process patterns from public sources. Use when the user wants to assess whether a company is actually hiring people like them, vs. posting ghost roles. Reads templates/research-briefs/recruitment-profile.md and writes to <WORKING_FOLDER>/research/companies/<slug>/recruitment-profile.md.

npx claudepluginhub danielrosehill/claude-code-plugins --plugin career

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Preview

How and whether they're actually hiring. Distinguishes live activity from boilerplate "we're always hiring" pages.

SKILL.md

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Brief — Recruitment Profile

How and whether they're actually hiring. Distinguishes live activity from boilerplate "we're always hiring" pages.

Inputs

$ARGUMENTS:

Required: <company_name>.
Optional: --slug=<slug>.
Optional: --function=<engineering|product|design|...> — narrows open-role analysis.

Procedure

1. Resolve config + paths

${CAREER_DATA_DIR}/config.json → WORKING_FOLDER. Output: ${WORKING_FOLDER}/research/companies/${slug}/recruitment-profile.md.

2. Read template

${PLUGIN_ROOT}/templates/research-briefs/recruitment-profile.md.

3. Surfaces to gather

Company careers page.
LinkedIn company page (employee count, follower count, recent activity).
Glassdoor "Interviews" tab — for process patterns.
Indeed / AngelList / Wellfound listings.
Levels.fyi — for compensation context (cross-link, don't duplicate Glassdoor brief).
LinkedIn search for " recruiter" — recent activity.

4. Open roles analysis

For each open posting in the target function (or all, if no function):

Title, function, location, remote eligibility, posted date, link.
Flag postings >60 days old as ghost-suspect.

Aggregate:

Total open roles.
Roles per function.
Geography distribution.

5. Headcount trend

Pull LinkedIn employee count for the latest 1–4 snapshots from Wayback Machine if needed. Compute direction + magnitude over the available period.

6. Hiring signals

Recent senior hires, recent senior departures (signal-bearing only — not every leaver), recent layoffs (date + scope + statement), recent recruiter posts on LinkedIn.

7. Process notes

From Glassdoor "Interviews" tab — summarise typical stages, timeline, takehome y/n, pay-band transparency. Quote with reviewer date.

8. Write output

Standard pattern (see other briefs).

9. Update CRM

Append +recruitment to the row.

Companion delegation

If social-feedback companion is installed, delegate sentiment cross-checks ("are people on Reddit/HN talking about this company's hiring process?") via social-feedback:check-discourse. Otherwise skip.

Guardrails

Distinguish live posting from ghost role.
Glassdoor anonymous reviews are signal, not fact.
LinkedIn employee count is approximate — note snapshot date.
Don't list every junior departure; only signal-bearing senior moves.

Failure modes

No public LinkedIn page → skip headcount trend, mark unknown, continue.
Careers page blocks fetch → use search engine cached snippets; mark fields with (cached).

Idempotency

Re-run prompts before overwrite.
--refresh silently overwrites.