Turn candidate stages into a hiring update with bottlenecks, conversion, and next actions. — Claude Skill
Une compétence Claude pour Claude Code par Anthropic✓ — exécuter /recruiting-pipeline dans Claude·Mis à jour le 13 juin 2026·vmain@da04ccb
Tracks candidates from sourcing through offer acceptance, showing stage counts, stuck candidates, conversion rates, source quality, time to fill, and offer risk.
- Shows where candidates sit across sourced, screen, interview, debrief, offer, and accepted stages.
- Calls out stale stages and roles that are not moving fast enough.
- Tracks conversion rates, source effectiveness, offer acceptance, and time to fill.
- Turns recruiting status into a clear update for hiring managers and leadership.
Recruiting status lives in ATS views and Slack threads, so blockers are discussed late.
Run /recruiting-pipeline to turn candidate stages into a clear hiring update with bottlenecks and owners.
Pour qui
Ce qu'il fait
Explain which roles are healthy, blocked, or at risk.
Show what needs interviewer, recruiter, or comp approval next.
Find which channels produce qualified candidates and accepted offers.
Fonctionnement
Collect open role, candidate counts by stage, stage dates, source, interview status, and offer status.
Compare current pipeline to hiring target and stage velocity.
Identify bottlenecks, weak sources, stale candidates, and offers at risk.
Produce a hiring update with next actions, owners, and timing.
Options d'entrée
The open position, hiring manager, and expected start or acceptance date.
Exemple
Role: Senior Product Designer Target: hire by Aug 15 Pipeline today: - Sourced: 42 candidates, 18 from LinkedIn, 14 referrals, 10 inbound - Screen: 9 candidates, 3 waiting more than 5 days - Interview: 5 candidates, 2 missing panel feedback - Debrief: 2 candidates, both need hiring manager decision - Offer: 1 candidate, comp question open - Accepted: 0 Need: status update, bottlenecks, conversion, and next actions.
| Stage | Count | Key Action | Risk | |---|---:|---|---| | Sourced | 42 | Prioritize referrals and high-fit outbound | Medium: many unqualified sources | | Screen | 9 | Schedule 3 stale screens this week | High: stage aging over 5 days | | Interview | 5 | Collect missing panel feedback | Medium: debrief blocked | | Debrief | 2 | Hiring manager decision needed | High: strong candidates may cool | | Offer | 1 | Resolve compensation question | High: offer acceptance risk | | Accepted | 0 | Not yet at target | High: deadline at risk |
| Metric | Current Signal | What It Means | |---|---|---| | Pipeline velocity | 3 screens waiting >5 days | Screening is the current bottleneck | | Conversion rate | 42 sourced -> 9 screens -> 5 interviews | Top-of-funnel quality is acceptable but needs source review | | Source effectiveness | Referrals are 14 of 42 candidates | Prioritize referrals for quality before more cold sourcing | | Offer acceptance | 0 accepted, 1 comp issue | Comp alignment is now critical | | Time to fill | Target Aug 15 | Hiring date is at risk unless debriefs close this week |
1. Recruiter schedules the 3 stale screens by Friday. 2. Hiring manager requests missing panel feedback today. 3. People Ops checks compensation range before the offer call. 4. Sourcer pauses low-fit outbound and doubles down on referrals.
Senior Product Designer hiring is active but at risk. Candidate volume is enough; the risk is stage aging and offer readiness. If feedback and comp are resolved this week, the Aug 15 target is still possible.
Métriques améliorées
Compatible avec
Use exported recruiting trackers when no ATS is connected.
Pull candidate stages, interview status, scorecards, and offer status.
Use candidate pipeline and source data from ATS records.
Use recruiting analytics, candidate stages, and offer workflow data.
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Recruiting Pipeline
Help manage the recruiting pipeline from sourcing through offer acceptance.
Pipeline Stages
| Stage | Description | Key Actions |
|---|---|---|
| Sourced | Identified and reached out | Personalized outreach |
| Screen | Phone/video screen | Evaluate basic fit |
| Interview | On-site or panel interviews | Structured evaluation |
| Debrief | Team decision | Calibrate feedback |
| Offer | Extending offer | Comp package, negotiation |
| Accepted | Offer accepted | Transition to onboarding |
Metrics to Track
- Pipeline velocity: Days per stage
- Conversion rates: Stage-to-stage drop-off
- Source effectiveness: Which channels produce hires
- Offer acceptance rate: Offers extended vs. accepted
- Time to fill: Days from req open to offer accepted
If ATS Connected
Pull candidate data automatically, update statuses, and track pipeline metrics in real time.
Documents de référence
name: recruiting-pipeline description: 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.
Recruiting Pipeline
Help manage the recruiting pipeline from sourcing through offer acceptance.
Pipeline Stages
| Stage | Description | Key Actions |
|---|---|---|
| Sourced | Identified and reached out | Personalized outreach |
| Screen | Phone/video screen | Evaluate basic fit |
| Interview | On-site or panel interviews | Structured evaluation |
| Debrief | Team decision | Calibrate feedback |
| Offer | Extending offer | Comp package, negotiation |
| Accepted | Offer accepted | Transition to onboarding |
Metrics to Track
- Pipeline velocity: Days per stage
- Conversion rates: Stage-to-stage drop-off
- Source effectiveness: Which channels produce hires
- Offer acceptance rate: Offers extended vs. accepted
- Time to fill: Days from req open to offer accepted
If ATS Connected
Pull candidate data automatically, update statuses, and track pipeline metrics in real time.