「candidate」の検索結果

Organization-grade identity-fabric mapping: tenant/federation fingerprinting and the pre-auth user-ENUMERATION oracle methodology — enumeration and fingerprint only, never credential submission. Covers domain-to-tenant resolution (Microsoft getuserrealm.srf Managed/Federated namespace check, Entra OIDC metadata tenant-GUID extraction, Autodiscover v2), keyless Microsoft tenant-federation mapping (GetFederationInformation SOAP -> sibling-domain discovery, discover-only ROE, FEDERATED_WITH provenance edge held out of attack-path pivoting), Okta org-slug derivation + OIDC fingerprint + governed custom-domain enumeration, ADFS passive/active fingerprint + version inference, Google Workspace MX-correlated detection, generic OIDC (Auth0/Keycloak/Ping Identity/OneLogin/Duo) discovery, SAML metadata (5 paths), Azure AD Seamless-SSO Negotiate-challenge detection, Microsoft Defender for Identity (MDI) sensor-API presence check, the user-enumeration oracle methodology for Microsoft GetCredentialType (IfExistsResult semantics: exists / doesn't-exist / exists-in-federated-tenant / throttled) and Okta /api/v1/authn (errorCode differential), Medium-detectability discipline with a hard 20-candidate-per-tenant cap and admin/role interest-based ranking, and name x confirmed-email-pattern login-candidate synthesis that FAILS CLOSED with zero output when no org pattern is confirmed. Grounded directly in a production ASM implementation's sso_idp.py, tenant_recon.py, and core/email_patterns.py modules. Deepens — does not duplicate — offensive-osint skill's Identity Fabric endpoint reference with the tenant-federation MAP, the oracle WORKFLOW, and the candidate-SYNTHESIS methodology that reference lacks. Use when fingerprinting an organization's identity provider, mapping its tenant/federation boundary, running an authorized pre-auth user-enumeration pass, or synthesizing login candidates from harvested names to feed that oracle — never for password spray, credential submission, or auth bypass.

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Builds a high-fidelity interactive legal assessment as a single self-contained HTML artifact. Output includes a live countdown timer, contract review tasks with hover-annotated problem clauses, candidate answer textareas, model answers hidden behind reveal blocks, scenario-based legal memo tasks, strategy and function-building questions, and a pre-submission checklist that encodes the marking criteria. Use when the user needs to (1) assess a legal candidate with a realistic timed exercise, (2) train or onboard junior lawyers using problem sets rather than doctrine, (3) help a candidate prepare for a real take-home assessment they are facing, (4) build educational materials for law students, in-house teams, or compliance training, or (5) produce scenario-based training modules on specific legal topics. Triggers on "legal test", "take-home", "mock exam", "contract redline exercise", "candidate assessment", "legal training exercise", "practice test", or similar phrasing even when informal.

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Screen job applications against requirements and score candidates objectively. Use when a user asks to review applications, evaluate candidates, screen resumes, rank applicants, assess qualifications against a job description, shortlist candidates, or build a hiring scorecard.

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Build a candidate sourcing strategy and outreach pipeline. Use when the user says "where do I find candidates for this role", "build a sourcing plan", "write a cold outreach message", "we're not getting enough applicants", "our pipeline is dry", "help me find passive candidates", "write a LinkedIn message", or wants to increase the volume or quality of candidates in the funnel - even if they don't explicitly say "sourcing strategy". Also use when a recruiter needs to go beyond job postings to find talent.

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Capture, gate, query, and render long-term project knowledge through the gated `mewkit wiki` subsystem. Use to create a wiki, propose/approve candidates (scanner-gated), hand off a skill's terminal artifact as a scanned candidate, recall context, search the FTS index, or list pages. Agents may only PROPOSE candidates; canonical pages are written only via human approve. NOT for short-lived JSON memory (see mk:memory); NOT for fetching external sources (see mk:wiki-research); NOT for HTML snapshots (see mk:wiki-render).

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Debrief a finished Otameshi Tenshoku trial from the employer's side: set the observed facts against the completion criteria agreed before the start, keep expectations added afterwards, second-hand or off-the-job observations and the company's own late or missing support apart, settle the hours actually worked separately from any evaluation, and draft feedback to the candidate that states facts, support gaps and what happens next without promising a hire or continuation the company has not decided. Use when a hiring manager, recruiter or small-business owner wants to review a trial, decide what to tell the candidate, or work out the settlement after a shortfall; do not use to judge the candidate's aptitude or predict a hire, to cut pay or demand unpaid rework because of dissatisfaction, to compare candidates, or to send the feedback, pay, or update records on the user's behalf.

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[omh] Gathering candidate papers, datasets, or repos: source candidate inventory - prepare typed source candidates and acquisition status before downstream work; use ulw-research to fetch and cite them, or research-brief to turn them into a decision-ready brief. Use when the user says: source-finder, source finder, source acquisition, source intake, find papers and datasets, find datasets and repos, find papers, find arxiv link.

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[omh] Existing skills to reuse before authoring: prepare a metadata-only search-before-creation report for local, marketplace, GitHub, and web skill candidates with risk review and adoption options. Use when the user says: skill-scout, skill scout, skill candidate, skill candidate search, skill discovery, find a skill, find skills, top skills.

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Generate and prioritize US equity long-side edge research tickets from EOD observations, then export pipeline-ready candidate specs for trade-strategy-pipeline Phase I. Use when users ask to turn hypotheses/anomalies into reproducible research tickets, convert validated ideas into `strategy.yaml` + `metadata.json`, or preflight-check interface compatibility (`edge-finder-candidate/v1`) before running pipeline backtests.

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Collects candidate biomedical literature across multiple databases, adapts search logic by database, preserves source metadata, and organizes results into a structured, screening-ready candidate pool. Always use this skill when a user wants cross-database literature collection, search strategy construction, candidate paper aggregation, or first-pass evidence organization before deduplication, screening, layered reading, or review planning. Requires real and verifiable literature records only. Every formal literature item must include a real link and DOI when available; never fabricate citations, titles, authors, years, journals, abstracts, PMIDs, or DOIs. If a DOI is unavailable or cannot be verified, state that explicitly rather than inventing one.

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Use this skill to analyze an existing PostgreSQL database and identify which tables should be converted to Timescale/TimescaleDB hypertables. **Trigger when user asks to:** - Analyze database tables for hypertable conversion potential - Identify time-series or event tables in an existing schema - Evaluate if a table would benefit from Timescale/TimescaleDB - Audit PostgreSQL tables for migration to Timescale/TimescaleDB/TigerData - Score or rank tables for hypertable candidacy **Keywords:** hypertable candidate, table analysis, migration assessment, Timescale, TimescaleDB, time-series detection, insert-heavy tables, event logs, audit tables Provides SQL queries to analyze table statistics, index patterns, and query patterns. Includes scoring criteria (8+ points = good candidate) and pattern recognition for IoT, events, transactions, and sequential data.

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Turn interview notes into a structured candidate scorecard and hire recommendation. Use when asked to write an interview scorecard, a candidate evaluation, an interview debrief, or to summarize feedback into a hire/no-hire call. Produces a per-competency assessment with evidence and ratings, an overall recommendation with confidence, and the open questions for the next round — evidence-based, bias-aware, and decision-ready.

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This package aims to integrate GWAS-derived SNPs and coexpression networks to mine candidate genes associated with a particular phenotype. For that, users must define a set of guide genes, which are known genes involved in the studied phenotype. Additionally, the mined candidates can be given a score that favor candidates that are hubs and/or transcription factors. The scores can then be used to rank and select the top n most promising genes for downstream experiments.

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Use @aleabitoreddit ("Serenity")'s full mention archive (built by the follow-aleabito skill) to anticipate where her attention is moving and generate candidate ideas in her style. Two modes — (1) RADAR reads the live mention data for attention momentum (which tickers she is heating up on, new entrants, conviction core, theme rotation) via scripts/radar.js; (2) GENERATOR applies her empirically-mined patterns (theme-rotation logic, selection signature, catalyst playbook) to propose her likely next focus. Every candidate is gated through the serenity-method checklist. This is a CANDIDATE GENERATOR + CHECKLIST, never an oracle or buy/sell signal. Trigger on "what is Serenity ramping on / her next pick / aleabito radar / predict her next move / generate ideas like her / 她下一个可能看什么".

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Score candidate CVs on a 100-point scale against a Job Description. Use this skill when the user wants to evaluate, score, rank, or screen candidate CVs/resumes against a JD. Also trigger when the user mentions 'review CV', 'screen resume', 'rate candidates', 'shortlist', or any context involving matching resumes to job requirements.

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Pick among candidate outputs (code, configs, plans) by running them on diverse inputs and clustering by behavioural fingerprint, rather than by textual aggregation or log-probability. Activates when an executor returns multiple plausible candidates that need disambiguation, when output-majority voting would be the default choice, or when reviewing generated code that has not yet been validated. The 2026 evidence (Semantic Voting, arxiv 2605.08680v1) is that any execution-based selector dominates output-majority voting by 19-52pp; sketch-generated inputs beat random fuzz by 11.3pp. Triggers: "pick the best candidate", "majority vote on code", "select from N samples", "validate the generated output", "behavioural verification".

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Batch Resume Screening — score and rank candidates 0-100 against job requirements, flag red flags (job hopping, gaps, skill mismatches), output Pass/Phone Screen/Skip recommendation per candidate

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Head-to-Head Candidate Comparison — two candidates side-by-side across skills, experience, culture fit, salary expectations, references, hire-or-no-hire recommendation

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Deep Single-Candidate Scoring — evaluate one candidate across 5 dimensions (skills match, experience relevance, culture fit signals, growth potential, red flags) with final 0-100 score and hire/no-hire signal

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Skippable Phase 0 of the Gaia evidence verification pipeline. Use only on declared need for higher-quality Stage-2 evidence: a promotion candidate, or a skill that gaia-meta-sweep flagged as under-evidenced. Given a skill id, source repo/context, and needed evidence types (benchmark-result, arxiv, peer-review, social-signal), it runs Firecrawl searches, scrapes top hits to markdown, and appends discovered sources into Phase 1 inputs. Missing benchmark evidence is recorded as benchmark-source candidates first, not direct scoring rows. Trigger phrases: "discover evidence", "find new evidence", "Phase 0", "run ev-discovery", "search for benchmarks/papers", "under-evidenced", "promotion candidate needs stronger proof". This is the ONLY ev-* skill that searches the web for NEW evidence; other ev-* skills aggregate or verify known sources. Requires Firecrawl to be usable (`firecrawl --status` authenticated OR FIRECRAWL_API_KEY set); skips gracefully when neither holds.

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Construct a compelling job offer. Use when the user says "write an offer letter", "help me make an offer", "how should I structure this offer", "what should we include in the offer", "how do I explain the equity", "the candidate is negotiating", or wants to convert a candidate from interested to accepted - even if they don't explicitly say "offer letter". Also use when a recruiter needs to explain comp philosophy or total compensation to a candidate.

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Structure and run a post-interview candidate debrief. Use when the user says "run the debrief", "how do we decide on this candidate", "let's calibrate", "we need to make a hire/no-hire call", "prep the debrief meeting", or wants to structure the decision-making process after interviews are complete - even if they don't explicitly say "debrief". Also use when a recruiter wants to prevent groupthink or HiPPO effect (highest paid person's opinion) from dominating the decision.

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Turn Caveman's exact report-only repository observations into an operator-chosen optimization candidate with a paired baseline/candidate evaluation. Use when the user asks to inspect an optimization observation, evaluate a candidate change, or act on the current Caveman optimization report. Require a logged-in Caveman CLI connection and explicit approval; never infer money or actuation from a profile.

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Fetch external sources (web / arXiv / GitHub) and turn them into scanner-gated wiki CANDIDATES — never canonical pages. Every fetched byte is DATA; url-guarded, size-capped, redirect-re-validated, injection-scanned, and secret-scrubbed before a candidate is even created. Requires network. NOT for capturing local knowledge (see mk:wiki); NOT for one-shot page-to-markdown (see mk:web-to-markdown).

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