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candidate-sourcing-and-ranking

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Use this skill when a founder, hiring manager, or recruiter needs to source candidates for an open role but the brief is incomplete, over-titled, or likely to produce a noisy list. Produces a calibrated search strategy, a quality-controlled candidate pool, transparent tiers, detailed top-candidate rationales, and a channel recommendation for each priority candidate.

skills/nylan-richard/candidate-sourcing-and-ranking/SKILL.md

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Oct 20, 2026
License
MIT

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Use this when the user has a hiring need rather than a proven exemplar. It turns the business context behind the role into a searchable brief and a ranked shortlist the hiring team can defend.

## Diagnose the role before searching

Start with a conversation, not a fixed form. Establish:

- why the role exists now and what must change after the hire;
- actual scope: individual contribution, team leadership, or managing managers;
- company stage, team size, reporting line, and operating environment;
- must-have capabilities versus evidence that would merely be reassuring;
- location, working model, timezone, and compensation constraints;
- admired talent pools, prohibited companies, and the user's own company domain;
- what failed in the last hire or search, if one existed.
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