「recruit」の検索結果

招聘与猎头 (招聘与猎头 (Recruiting & Executive Search) — 面向甲方招聘负责人/HR 与市场化猎头顾问「双侧视角」的『把一个模糊的用人需求，变成一个来得了、干得好、留得住的人』的判断体系；不是候选人一侧的求职与简历面经（那是 job-hunting-coach 的范围），也不是薪酬绩效/员工关系/组织发展的泛 HR 全模块，更不是劳动法条文解读。覆盖：(a) 第一性张力 —— 这行的核心世界观分歧：**需求诊断优先 ⇄ 快速供给优先**（用人经理提来的岗位需求几乎总是一张愿望清单，资深招聘先开 intake 会把『必须有』与『最好有』拆开、把画像逼成可证伪的成功标准；但按成单计酬的猎头把诊断时间压不进单价里，于是行业里同时存在『先诊断再搜寻』和『先扔简历再说』两种作业习惯）；**结构化面试 ⇄ 看人的直觉**（工业与组织心理学近一个世纪的效度元分析一致指向：结构化面试、工作样本、认知能力测验的预测效度明显高于非结构化面谈与经验年限，但一线用人经理绝大多数仍相信自己聊两句就能看准人——这是本行最大的知行落差，也是所有循证招聘流派的出发点；顺带一提，业内长期奉为圭臬的 Schmidt-Hunter 效度排序近年被重新校正，工作样本的效度被下调，这场修正本身就是本行必须如实呈现的争议）；**能力素质 ⇄ 文化匹配**（culture fit 既是最常被写在拒信里的理由，也是被批评得最凶的偏见外壳，Google 一派主张改口叫 culture add，看的是这个人补上了团队缺的东西，而不是像不像我们）；**主动寻访 sourcing ⇄ 被动投递漏斗**（高端与稀缺技能岗只有 outbound 人才地图一条路；量大岗位靠渠道效率、转化率与自动化，两条路的技能树几乎不重叠）；**人才地图是资产 ⇄ 人才地图是浪费**（保留制猎头把 mapping 当交付物的一部分，成功付费猎头认为地图做完单子已经黄了）；**保留制 retained ⇄ 成功付费 contingency**（按阶段预付、独家、深度地图 vs 多家赛马、入职才收钱、速度压倒深度；两种商业模式塑造出两种截然不同的作业节奏、候选人对待方式与职业道德边界，比如 off-limits 不挖回自己安置过的人）；**内部招聘团队 ⇄ 外部猎头与 RPO**（成本、速度、知识沉淀、雇主品牌归属谁的长期争论；embedded recruiter 是近年的折中）；**候选人体验 ⇄ 筛选效率**（漏斗越严体验越差，被拒者也是客户与口碑）；**AI 筛选的效率 ⇄ 合规与偏见**（简历解析、AI 面试评分、自动排序已在大规模使用，同时被监管盯上：纽约市 Local Law 144 要求自动化决策工具做偏见审计并公示、欧盟 AI 法案把招聘划为高风险场景、伊利诺伊州对 AI 视频面试单独立法；业内既离不开它，也在诉讼与审计里学做记录）；**offer 谈判的锚定 ⇄ 薪酬透明**（多地薪酬区间披露立法把谈判起点从『你现在多少』改成『这个岗位值多少』，问薪酬历史在不少法域已被禁止）；**counter-offer 该不该接**（猎头几乎一致反对，认为留下来的人多数一年内还是会走，但这条业内定论的证据基础本身也在被质疑）；**入职后早期流失算谁的**（保证期与退款条款把这场争论直接写进了合同）。(b) 工具栈 —— 申请人追踪系统 ATS（Greenhouse、Lever、Ashby、Workday Recruiting、SmartRecruiters、iCIMS、Taleo，中国侧 Moka、北森、大易、e成）、猎头 CRM 与交付系统（Bullhorn、Vincere、Loxo、Clockwork、Recruit CRM）、寻访与触达（LinkedIn Recruiter、SeekOut、hireEZ、Amazing Hiring、GitHub 与学术检索，中国侧 BOSS 直聘、猎聘、脉脉、拉勾、牛客）、评估与测评（HackerRank、CodeSignal、CoderPad、结构化面试题库与 scorecard 评分卡、Hogan、SHL、Predictive Index、Criteria、案例作业与工作样本）、面试调度与视频（GoodTime、Calendly、HireVue、Spark Hire）、背景调查与合规（HireRight、Checkr、Sterling，中国侧 i背调、八方锦程，以及个人信息保护法与 GDPR 下的授权链、FCRA 的不利行动通知）、数据与漏斗分析（time to fill 与 time to hire 的口径差异、offer 接受率、通过率与转化漏斗、quality of hire 的度量困境、招聘成本 cost per hire 的口径战争）、以及最被低估的纸笔工具（intake 提纲、成功标准清单、scorecard、人才地图表格、Boolean 检索式、一页纸的岗位价值主张）—— 选型的真正分岔从来不是功能清单，而是『你的岗位是靠触达赢还是靠转化赢』。(c) 心智模型层 —— 招聘是一次双向销售而不是一场考试；岗位画像要写成结果（这个人半年内要做成什么）而不是资历清单；信号与噪音（公司名与学历是弱信号，工作样本与具体行为证据是强信号）；结构化与评分卡的意义在于让判断可比而不是显得严谨；漏斗每一层都在丢人，所以要从入职倒推触达量；稀缺人才不看招聘广告，只在熟人与私域里流动；offer 是谈判也是承诺，谈崩与反悔的代价高度不对称；招聘的质量要到入职之后才结算。(d) 工作流 —— intake 需求诊断会、岗位画像与成功标准、渠道策略与人才地图 mapping、Boolean 与主动触达、简历筛选与电话初筛、结构化面试与 debrief 定校准、工作样本与技术评估、reference check 与背调、offer 设计与谈判、counter-offer 应对、入职前 no-show 防范与 pre-boarding、试用期与早期留存复盘、招聘漏斗与数据复盘、以及岗位关闭或撤销时的收尾。(e) 表达 DNA、质量基准（什么算一次好的招聘）、反模式（外行与新手最容易犯的错：照抄 JD、面试问脑筋急转弯、用薪酬历史锚定、把候选人当库存、背调走过场、offer 口头承诺）、智识谱系（工业与组织心理学的效度学派、循证与结构化招聘派、保留制高管寻访派、增长型 sourcing 与招聘运营派、雇主品牌与候选人体验派、中国互联网大厂的人才盘点与赛马派）。) Master OS — automated mastery of 招聘与猎头 (Recruiting & Executive Search) — 面向甲方招聘负责人/HR 与市场化猎头顾问「双侧视角」的『把一个模糊的用人需求，变成一个来得了、干得好、留得住的人』的判断体系；不是候选人一侧的求职与简历面经（那是 job-hunting-coach 的范围），也不是薪酬绩效/员工关系/组织发展的泛 HR 全模块，更不是劳动法条文解读。覆盖：(a) 第一性张力 —— 这行的核心世界观分歧：**需求诊断优先 ⇄ 快速供给优先**（用人经理提来的岗位需求几乎总是一张愿望清单，资深招聘先开 intake 会把『必须有』与『最好有』拆开、把画像逼成可证伪的成功标准；但按成单计酬的猎头把诊断时间压不进单价里，于是行业里同时存在『先诊断再搜寻』和『先扔简历再说』两种作业习惯）；**结构化面试 ⇄ 看人的直觉**（工业与组织心理学近一个世纪的效度元分析一致指向：结构化面试、工作样本、认知能力测验的预测效度明显高于非结构化面谈与经验年限，但一线用人经理绝大多数仍相信自己聊两句就能看准人——这是本行最大的知行落差，也是所有循证招聘流派的出发点；顺带一提，业内长期奉为圭臬的 Schmidt-Hunter 效度排序近年被重新校正，工作样本的效度被下调，这场修正本身就是本行必须如实呈现的争议）；**能力素质 ⇄ 文化匹配**（culture fit 既是最常被写在拒信里的理由，也是被批评得最凶的偏见外壳，Google 一派主张改口叫 culture add，看的是这个人补上了团队缺的东西，而不是像不像我们）；**主动寻访 sourcing ⇄ 被动投递漏斗**（高端与稀缺技能岗只有 outbound 人才地图一条路；量大岗位靠渠道效率、转化率与自动化，两条路的技能树几乎不重叠）；**人才地图是资产 ⇄ 人才地图是浪费**（保留制猎头把 mapping 当交付物的一部分，成功付费猎头认为地图做完单子已经黄了）；**保留制 retained ⇄ 成功付费 contingency**（按阶段预付、独家、深度地图 vs 多家赛马、入职才收钱、速度压倒深度；两种商业模式塑造出两种截然不同的作业节奏、候选人对待方式与职业道德边界，比如 off-limits 不挖回自己安置过的人）；**内部招聘团队 ⇄ 外部猎头与 RPO**（成本、速度、知识沉淀、雇主品牌归属谁的长期争论；embedded recruiter 是近年的折中）；**候选人体验 ⇄ 筛选效率**（漏斗越严体验越差，被拒者也是客户与口碑）；**AI 筛选的效率 ⇄ 合规与偏见**（简历解析、AI 面试评分、自动排序已在大规模使用，同时被监管盯上：纽约市 Local Law 144 要求自动化决策工具做偏见审计并公示、欧盟 AI 法案把招聘划为高风险场景、伊利诺伊州对 AI 视频面试单独立法；业内既离不开它，也在诉讼与审计里学做记录）；**offer 谈判的锚定 ⇄ 薪酬透明**（多地

日本語の概要は準備中です。原文の説明を表示しています。

Use whenever the user wants to find, shortlist, vet, or enrich US recruiting and staffing firms — executive search/retained search, RPO, tech/sales/healthcare recruiting, contingent/contract staffing, and temp staffing. Triggers on "find me an executive search firm for a CFO search", "shortlist three retained-search boutiques in NY focused on tech", "we need RPO support for a 50-engineer hiring push", or "pull contact info for these 8 staffing firm domains", even when described indirectly (need help hiring at scale, executive recruiter for senior roles). Drives the ServiceGraph API (api.servicegraph.co) — a 100k+ US firm catalog filterable by industry, services, location, size, ratings. Skip when the user wants to hire someone as their own employee (job-board questions, in-house recruiter hires, "where should I post the role"), individual job-seekers looking for recruiters to represent them, candidate-side career coaching, non-US firms, individual freelance recruiters.

日本語の概要は準備中です。原文の説明を表示しています。

You launched an ambassador program. 3 applications. One ghosted after week 2. Should you lower the bar? Offer more perks? Spam influencers? This gives you the complete community & ambassador operations SOP — from pre-launch checklist to recruitment to tiered management to retention to governance. Built from Notion (20M users, real ambassador interviews), AFFiNE (60K stars), Asana, and ClickUp programs. By @WeiYipei. What's inside: • Pre-launch readiness checklist (6 conditions that must be true before starting) • 6-step community setup SOP (platform selection → rules → admin standards → monitoring → wiki → metrics) • Ambassador recruitment system (A+B qualification, application form design, scoring rubric) • 4-tier progression system (Bronze → Silver → Gold → Platinum with point thresholds) • 5-pillar incentive framework (Product quality → Beta access → Founder access → KOL path → Full engagement) • Churn early-warning system + retention playbook • Event operations SOP (6 event types × full lifecycle) • Health metrics dashboard (6 core KPIs + 5 ambassador-specific indicators) • Governance & risk control (behavior code, escalation matrix) • Real templates: recruitment post, welcome email, annual calendar 🇨🇳 你搞了个大使计划。来了3个申请。一个第二周就消失了。该降门槛？加福利？群发KOL？这份SOP给你从启动前置条件到招募到留存到治理的完整社区/大使运营方法论。基于 Notion（2000万用户，大使真实访谈）、AFFiNE（60K stars）、Asana、ClickUp 实战案例。 🇯🇵 アンバサダープログラムを立ち上げた。応募3件。1人は2週間で消えた。基準を下げる？特典を増やす？このSOPは、事前チェックリストから採用、段階管理、リテンション、ガバナンスまでの完全なコミュニティ＆アンバサダー運営フレームワークを提供します。Notion（2000万ユーザー）、AFFiNE（60K stars）の実例から構築。 🇰🇷 앰배서더 프로그램을 시작했습니다. 지원 3건. 하나는 2주 만에 사라졌습니다. 기준을 낮출까요? 이 SOP는 사전 체크리스트부터 모집, 단계별 관리, 리텐션, 거버넌스까지 완전한 커뮤니티 & 앰배서더 운영 프레임워크를 제공합니다. Notion(2000만 사용자), AFFiNE(60K stars) 실전 사례에서 구축. Triggers: "ambassador program" | "community building" | "community management" | "DevRel" | "developer relations" | "community growth" | "大使计划" | "社区运营" | "社区搭建" | "コミュニティ運営" | "アンバサダー" | "커뮤니티 운영" | "앰배서더" | "open source community" | "user retention"

Drive LinkedIn Sales Navigator and Recruiter through the Curviate CLI. Covers `sales-nav` (search, profile, message, lead and account lists, save-lead, save-account) and `recruiter` (projects, pipeline, talent-search, save-candidate, project jobs, applicants, message, profile, search), and what can refuse them: the LinkedIn subscription on the connected account, the Curviate seat, and the beta-operations gate. These commands carry no Curviate add-on paywall. Use when working a Sales Navigator or Recruiter seat, or when diagnosing why a premium command failed.

日本語の概要は準備中です。原文の説明を表示しています。

Salary Benchmarking — market range by role/location/experience, total comp breakdown (base, bonus, equity, benefits), recruiter negotiation talking points

日本語の概要は準備中です。原文の説明を表示しています。

Offer Letter Generator — standard offer letter template (start date, comp, equity, benefits, contingencies) plus verbal offer script for the recruiter to use

日本語の概要は準備中です。原文の説明を表示しています。

Personalized Recruiting Outreach — LinkedIn InMail templates, cold email, second-touch follow-ups customized to the candidate's background

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Professional PDF Report Generator — scans current directory for RECRUIT-*.md files, extracts scores and data, generates polished client-ready PDF with cover, score gauge, dashboard, and prioritized action plan

日本語の概要は準備中です。原文の説明を表示しています。

採用・人材戦略の専門スキル。職務記述書（JD）作成、採用計画策定、コンピテンシーモデル設計、 面接評価基準設計、オンボーディング計画をサポート。採用要件の明確化から内定後のフォローまで 一貫した人材獲得プロセスを支援。日英両言語のテンプレートを提供し、グローバル採用にも対応。 Use when: creating job descriptions, designing competency models, planning recruitment strategies, developing interview evaluation criteria, or creating onboarding plans. Triggers: "JD作成", "採用計画", "面接評価", "オンボーディング", "コンピテンシー", "人材獲得", "job description", "recruitment plan", "interview evaluation", "hiring", "talent acquisition"

Track and manage recruiting pipeline stages. Trigger with "recruiting update", "candidate pipeline", "how many candidates", "hiring status", or when the user discusses sourcing, screening, interviewing, or extending offers.

日本語の概要は準備中です。原文の説明を表示しています。

Plan a Chinese campus recruitment season (校招: 秋招 and 春招), including internships that convert to offers (实习转正): the timeline, a target company list, a one-page campus CV, online application answers, written tests and interview rounds, and choosing between offers and signing the tripartite agreement (三方协议). Use when asked 秋招怎么准备, 帮我做校招计划, 校招简历, 网申问题怎么写, 群面, 三方协议, 怎么选 offer, or plan my campus recruitment in China. Produces a season timeline to confirm with each company, a tiered company list, a campus CV, application answer drafts, a test and interview preparation plan, and an offer comparison.

日本語の概要は準備中です。原文の説明を表示しています。

Plan and execute user research including research planning, recruiting, interview design, qualitative synthesis, and translating findings into product decisions. Use this skill whenever the user wants to plan user research, design interviews, recruit participants, conduct discovery, run formative research, or synthesize qualitative findings. Triggers on user research, UX research, user interviews, discovery research, generative research, formative research, qualitative research, user insights, research synthesis, recruitment, interview guide, jobs to be done. Also triggers when product decisions are being made without user input and the user wants to fix that.

日本語の概要は準備中です。原文の説明を表示しています。

Master the AI tools that transform hiring and HR operations. From sourcing candidates to onboarding, find and retain great talent faster. Use when "hiring, recruiting, HR, talent, performance management, hr, recruiting, hiring, talent, people" mentioned.

日本語の概要は準備中です。原文の説明を表示しています。

AI UGC Ads workflow skill. Use this skill when the user needs When the user wants to create UGC ad campaigns, recruit UGC creators, generate AI UGC content, or scale with user-generated content. Also use when the user mentions 'UGC,' 'user-generated content,' 'creator ads,' 'Spark Ads,' 'whitelisting,' 'AI UGC,' 'Arcads,' 'Creatify,' 'creator brief,' or 'UGC testing.' This skill covers the UGC growth framework from creator recruitment through AI-powered scaling. Do NOT use for technical implementation, code review, or software architecture and the operator should preserve the upstream workflow, copied support files, and provenance before merging or handing off.

日本語の概要は準備中です。原文の説明を表示しています。

Hiring Pipeline Status Report — active roles, candidate counts by stage, time-in-stage analysis, bottleneck identification, recommended next actions

日本語の概要は準備中です。原文の説明を表示しています。

Interview Question Generator — produces 40-60 questions across behavioral (STAR), technical, culture, situational categories with scoring rubrics and recommended loop structure

日本語の概要は準備中です。原文の説明を表示しています。

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

日本語の概要は準備中です。原文の説明を表示しています。

30/60/90 Day Onboarding Plan — Day 1 setup, week 1 ramp, month 1 milestones, month 2 contributions, month 3 evaluation criteria

日本語の概要は準備中です。原文の説明を表示しています。

Job Description Optimization — ATS keyword analysis, inclusivity scoring, must-have vs nice-to-have separation, candidate appeal scoring. Rewrites the JD.

日本語の概要は準備中です。原文の説明を表示しています。

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

日本語の概要は準備中です。原文の説明を表示しています。

60-Second Role Snapshot — quick assessment without subagents with grade, top 3 fixes, and CTA to full analysis

日本語の概要は準備中です。原文の説明を表示しています。

Employer Brand Audit — Glassdoor/Indeed review analysis, LinkedIn company page assessment, career site evaluation, employee testimonials, competitiveness vs other employers

日本語の概要は準備中です。原文の説明を表示しています。

Launches 5 parallel AI agents to produce a comprehensive recruiting and hiring readiness analysis with composite Hiring Readiness Score (0-100), grade, and prioritized action plan

日本語の概要は準備中です。原文の説明を表示しています。

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

日本語の概要は準備中です。原文の説明を表示しています。