Turn candidate stages into a hiring update with bottlenecks, conversion, and next actions. — Claude Skill
Claude Code용 Claude 스킬 · 제공: Anthropic✓ · 실행: /recruiting-pipeline (Claude 내)·업데이트: 2026년 6월 13일·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.
대상
기능
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.
작동 방식
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.
입력 옵션
The open position, hiring manager, and expected start or acceptance date.
예시
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.
개선되는 지표
지원 도구
Recruiting Pipeline을(를) 사용해 보시겠어요?
시작 방법을 선택하세요.
이 스킬을 컴퓨터에 로컬로 설치하고 실행합니다.
컴퓨터에서 터미널을 열고 이 명령을 붙여넣으세요:
이 명령은 스킬과 모든 파일을 컴퓨터에 다운로드합니다:
모든 프로젝트에서 사용하려면 끝에 -g를 추가하세요.
Claude Code를 시작한 다음 명령을 입력하세요:
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.
참조 문서
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.