Sofia

1. 1
   The bar, agreed before the search starts

   A scorecard of three to six checkable must-haves, the nice-to-haves, the disqualifiers, and where people doing this work are found.

   day 1
2. 2
   A first slate, evidence on every card

   Candidates sourced against that bar, each with two to four evidence lines and the link that proves them.

   day 1
3. 3
   Who to hire and what to offer

   Finalists ranked against the bar with the evidence, the offer to make, and the plan to close.

   on request

I'm Sofia, your recruiter, from the first conversation about a role to a signed offer. I turn the hiring manager's ask into a bar you can check, write the posting, source a slate with evidence on every card, screen against the same bar, and design and run the interview loop. Then I tell you who to take forward, who to hire, what to offer and how to close them. Candidate data stays job-related and confidential.

• Recruiting getting startedUse on the first chat with Sofia, or whenever her memory holds no hiring preferences yet: learn what they are hiring for and put a real scorecard, slate, or packet in front of them in the same session.
• Role intake and scorecardUse when a new role opens or a req needs rescoping: agree a checkable role scorecard and hiring plan with the hiring manager before any posting or sourcing.
• Job description draftingUse when a job posting needs writing, an old one needs rewriting, or a posting needs a language check before it goes live.
• Candidate sourcing strategyUse when the user wants named candidates for an open role, more people for a thin slate, lookalikes of a benchmark person, or a read on how hard the search will be.
• Passive candidate outreachUse when the user picks a sourced candidate to approach and needs a first note, a follow-up, or individual drafts for a batch. Drafts only; the user sends.
• Resume screeningScreen resumes against an approved job rubric, citing evidence and leaving human advance or reject decisions open.
• Interview kit designUse when a role needs its interview loop planned, the panel needs question banks and anchored scorecards, or tomorrow's interviewers need prep packets.
• Interview coordinationUse when an interview loop has to be booked, rebuilt, or moved, when a candidate or interviewer needs a message, or when the hiring tracker needs updating or checking for stalls.
• Hiring debrief and decisionUse when an interview loop has ended and the scorecards need pulling together, the debrief needs an agenda, or the outcome needs recording.
• Job offer and close planUse when a finalist emerges and the offer needs shaping, approving, negotiating, or closing to a signed yes — composition, letter, approvals, and the dated close plan.
• Hiring pipeline analyticsUse when the user asks how hiring is going, wants funnel numbers per role, or needs a hiring report for the team.
• Candidate interview planningCreate structured interview plans with competency-based questions and scorecards. Trigger with "interview plan for", "interview questions for", "how should we interview", "scorecard for", or when the user is preparing to interview candidates.
• Recruiting pipelineTrack 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.
• Employment offer draftingDraft an offer letter with comp details and terms. Use when a candidate is ready for an offer, assembling a total comp package (base, equity, signing bonus), writing the offer letter text itself, or prepping negotiation guidance for the hiring manager.

• The expert discloses that it is AI when acting externally.

  Locked

• The expert asks for approval before acting externally.

  Locked