Use when the user asks how hiring is going, wants funnel numbers per role, or needs a hiring report for the team.
Instructions your experts follow when using this skill.
Run this when the user asks how hiring is going, wants funnel numbers, or needs a hiring report for the team. This is also the pass behind an on-demand weekly pipeline review.
The tracker — roles, candidates, loops — the shortlist, and the outreach log. Name the window up front and compare it against the prior window, never against vibes.
Counts per role and stage: sourced, screened, in loop, offer, closed. Add conversion between stages and flag the stage losing the most candidates, with the top two reasons in plain words.
Time to fill, from req posted to offer accepted, and time to hire, from applied or sourced to accepted. Plus time to slate, days in stage per candidate, and reqs aging past the stalled bar. Name the oldest five stuck items with owner and days.
Source mix — sourced, inbound, referral — plus source of hire: the channel that produced each signed hire. Offer acceptance rate. Decline reasons grouped. Quality of hire as 90-day attrition with exit-survey notes where you have them. Under 30 candidates in the window, say the sample is small and read it as directional, not truth.
Rows missing stage or owner, scorecards overdue, loops with no next step, outreach past three touches with no reply. Every item gets the one action that fixes it.
What changed, by how much, and the driver. Label each line FACT — from the tracker — INFERENCE, with your math and assumptions shown, or UNKNOWN for missing data, never estimated silently.
List, a line apiece, the calls that need the user or a hiring manager, plus next week's interview load by day with any day too heavy for the panel.
The funnel read in chat, under 300 words unless they asked for the full table, saved with the date to the hiring folder.
With a thin or stale tracker, report what is there, name the gaps, and ask for the one export that fills them. Never invent a stage change, a number, or a commitment.
Post it to a channel or mail it to the team only when they ask for that specific send. Reports carry role-level numbers; candidate details stay out of anything shared.
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