talent-acquisition

name talent-acquisition description Talent acquisition across recruiting strategy, sourcing, interviews, and hiring analytics. Use when writing job descriptions, designing interview scorecards, analyzing hiring funnels, or improving offer acceptance rates. license MIT + Commons Clause metadata {"version":"1.0.0","author":"borghei","category":"hr-operations","updated":"2026-03-31T00:00:00.000Z","tags":["recruiting","hiring","sourcing","interviews","employer-brand"]} Talent Acquisition The agent operates as a senior talent acquisition partner, applying structured hiring methodology to build high-performing teams efficiently and equitably. Clarify First Before generating the artifact, confirm these inputs. If any is unknown or vague, ASK — do not assume: Role + level + must-have vs nice-to-have — drives the job description, comp band, and scorecard competencies Deliverable (job description, sourcing plan, interview scorecard, or funnel analysis) — selects the template Compensation band / budget — drives the JD comp section and offer; also confirms the role is approved Role type (tech vs non-tech, IC vs exec) — sets the funnel benchmarks and source channel matrix Stop rule: ask only the 2-3 that most change the output. If the user says "just draft it," proceed and list your assumptions at the top of the artifact. Workflow Define the role -- Collaborate with the hiring manager to draft a job description using the template below. Confirm level, compensation band, and must-have vs nice-to-have requirements. Validate that the role is approved and budgeted before proceeding. Build sourcing strategy -- Select channels based on the role profile (see Source Channel Matrix). Set weekly outreach targets and pipeline stage goals. Screen candidates -- Apply the structured phone screen framework. Score against must-have criteria. Pass or reject within 48 hours. Run interviews -- Use competency-based scorecards. Every interviewer scores independently before the debrief to prevent anchoring bias. Extend offer -- Follow the offer approval workflow. Present a verbal offer, handle negotiation, and send the written offer within 24 hours of verbal acceptance. Close and onboard -- Confirm start date, initiate background check, and hand off to hiring manager with a 30-60-90 day plan. Checkpoint: After step 1, validate the job description against DEI inclusive language guidelines before posting. Hiring Funnel Metrics Stage Metric Benchmark Application to Screen Conversion rate 40-50% Screen to Interview Conversion rate 30-40% Interview to Offer Conversion rate 15-25% Offer to Accept Acceptance rate 80-90% End-to-end Time to fill 30-45 days End-to-end Cost per hire $3,000-5,000 Post-hire Quality of hire (90-day performance + retention) 80%+ Source Channel Matrix Channel Best For Cost Quality Typical Yield LinkedIn Recruiter All roles $$ High 8-12% response Employee referrals Culture-fit roles $ Highest 40-60% interview rate Job boards (Indeed, etc.) Volume hiring $$ Medium 2-5% qualified Agencies Specialized / executive $$$ High 50-70% submit-to-interview Events / meetups Early career, niche $$ Medium Relationship-driven Direct sourcing Executives, passive $ High 5-10% response Job Description Template # [Job Title] - [Level] ## About [Company] [2-3 sentences: mission, stage, team size] ## The Role [What the person will own and why it matters to the business] ## Responsibilities - [Action verb] + [deliverable] + [impact] - [Action verb] + [deliverable] + [impact] - [Action verb] + [deliverable] + [impact] ## Requirements **Must have:** - [X] years in [domain] - Demonstrated skill in [specific competency] **Nice to have:** - Experience with [tool/framework] - Background in [adjacent domain] ## Compensation - Base: $[min]-$[max] - Equity: [details] - Benefits: [highlights] ## Hiring Process 1. Application review (48 hr) 2. Recruiter screen (30 min) 3. Hiring manager interview (45 min) 4. Skills assessment (1-2 hr) 5. Final panel (2-3 hr) 6. Offer Compensation Band Framework Level Title Base Range Equity Total Comp Target IC1 Entry-level (0-2 yr) $70-90K $5-15K $80-100K IC2 Mid-level (2-5 yr) $90-120K $15-30K $105-140K IC3 Senior (5-8 yr) $120-160K $30-60K $150-200K IC4 Staff (8-12 yr) $160-200K $60-120K $220-300K IC5 Principal (12+ yr) $200-250K $120-200K $320-420K Position within band based on: scope of role, candidate experience, internal equity, and market data percentile (target 50th-75th). Interview Scorecard # Scorecard: [Candidate] for [Role] **Interviewer:** [Name] **Date:** [Date] **Stage:** [Phone Screen / Technical / Final] ## Competency Ratings (1-5 scale) | Competency | Weight | Rating | Evidence | |------------|--------|--------|----------| | Technical depth | 40% | | [Specific example from interview] | | Problem solving | 20% | | [Specific example from interview] | | Communication | 20% | | [Specific example from interview] | | Culture alignment | 20% | | [Specific example from interview] | **Weighted Score:** [calculated] ## Recommendation [ ] Strong Hire [ ] Hire [ ] No Hire [ ] Strong No Hire ## Key Strengths - ## Key Concerns - Behavioral Interview Questions (STAR Format) Competency Question Leadership Tell me about a time you led a team through a difficult situation. What was the outcome? Problem Solving Describe a complex problem you solved. Walk me through your approach step by step. Collaboration Give an example of a successful cross-functional project you contributed to. Conflict Resolution Tell me about a disagreement with a colleague and how you resolved it. Resilience Describe a time you failed. What did you learn and what did you do differently? Example: Hiring Funnel Analysis A company struggling with a 45-day time-to-fill and 65% offer acceptance rate: DATA (Q4, 12 open reqs) Applications: 600 Screened: 288 (48% pass rate) Interviewed: 86 (30% pass rate) Offers: 14 (16% pass rate) Accepted: 9 (64% acceptance -- below 80% benchmark) BOTTLENECK ANALYSIS 1. Offer acceptance (64%) -- 36% decline rate Root cause: Offers extended 5+ days after final interview. Candidates accept competing offers in the gap. 2. Interview-to-offer (16%) -- slightly below benchmark Root cause: Panel interviews adding 7 days to process. ACTIONS 1. Compress offer timeline: verbal offer within 48 hr of final interview 2. Replace 4-person panel with 2 focused 1:1s (saves 5 days) 3. Add "warm close" step: recruiter checks candidate sentiment before offer RESULT (Q1, 10 open reqs) Time to fill: 32 days (-29%) Offer acceptance: 85% (+21 points) Cost per hire: $3,800 (-15%) Offer Approval Workflow Recruiter determines initial offer based on compensation band and candidate profile. Hiring manager reviews and confirms level and scope alignment. HRBP checks internal equity and budget availability. Finance approves if offer exceeds band midpoint or total comp threshold. Verbal offer extended. Written offer sent within 24 hours of verbal acceptance. Employer Value Proposition Structure the EVP around five pillars: Pillar Key Message Proof Points Mission Why the company exists Customer impact stories Culture How the team works Glassdoor rating, employee testimonials Growth Career development Promotion rate, learning budget Rewards Total compensation Comp percentile positioning, benefits Flexibility Work-life integration Remote policy, PTO structure Hiring Analytics Metric Formula Benchmark Time to Fill Req open date to offer accept date 30-45 days Time to Hire First candidate contact to accept 14-21 days Cost per Hire Total recruiting spend / Hires $3-5K Quality of Hire (90-day performance + 1-yr retention) / 2 80%+ Offer Accept Rate Accepts / Offers extended 85%+ Source Effectiveness Hires per source / Cost per source Varies Reference Materials references/interviewing.md - Interview best practices references/sourcing.md - Sourcing strategies references/employer_brand.md - Employer branding guide references/dei_hiring.md - Inclusive hiring practices Scripts # Analyze job descriptions for bias, readability, and quality python scripts/job_posting_analyzer.py --file job_description.md python scripts/job_posting_analyzer.py --file job_description.md --json # Track candidate pipeline funnel metrics python scripts/candidate_pipeline_tracker.py --file pipeline.csv python scripts/candidate_pipeline_tracker.py --file pipeline.csv --json # Generate structured interview scorecards python scripts/interview_scorecard.py --role "Senior Engineer" --level IC3 python scripts/interview_scorecard.py --role "Product Manager" --level IC2 --json Troubleshooting Problem Root Cause Resolution Low application volume Poor job distribution, weak employer brand, or overly narrow requirements Audit posting reach across channels; A/B test job titles; reduce must-have requirements to true essentials (aim for 5-7 max) High screen-to-interview drop-off Misalignment between recruiter screen criteria and hiring manager expectations Run a calibration session with the hiring manager before sourcing; agree on 3-4 non-negotiable criteria with concrete examples Low offer acceptance rate (< 80%) Slow offer turnaround, uncompetitive compensation, or poor candidate experience Compress decision-to-offer to 48 hours; benchmark comp at 50th-75th percentile; add a "warm close" step where the recruiter gauges candidate sentiment before extending High first-year attrition (> 20%) Expectation mismatch during hiring, weak onboarding, or manager misalignment Implement realistic job previews; extend structured onboarding to 90 days; pair new hires with a buddy Interviewer inconsistency No shared rubric, anchoring bias in debriefs, or untrained interviewers Mandate independent scoring before debrief; train all interviewers on structured behavioral techniques; rotate interview panels quarterly Diversity pipeline is thin Over-reliance on referrals and single-channel sourcing Add 2-3 diversity-focused sourcing channels; partner with ERGs for referrals; blind resume screening for initial pass Candidate ghosting after interview Lengthy process, lack of communication, or competing offers Send status updates within 24 hours of each stage; target 5-day max between stages; collect feedback even from declined candidates Success Criteria Dimension Metric Target Measurement Speed Time to fill < 35 days (tech), < 25 days (non-tech) ATS req-open to offer-accept timestamps Speed Time to hire < 18 days from first contact to accept ATS candidate journey timestamps Cost Cost per hire < $4,500 (direct roles), < $8,000 (agency) Total recruiting spend / hires per quarter Quality Quality of hire > 80% (90-day performance + 1-yr retention average) HRIS performance data + retention tracking Quality Offer acceptance rate > 85% Offers accepted / offers extended Quality First-year retention > 85% New hires retained at 12 months / total hires Experience Candidate NPS (cNPS) > 50 Post-process candidate survey Diversity Diverse slate rate 100% of final rounds include underrepresented candidates ATS demographic flags (voluntary self-ID) Efficiency Recruiter capacity 15-25 active reqs per recruiter ATS workload reporting Pipeline Source channel yield Top 3 channels produce > 60% of hires Source-of-hire attribution in ATS Scope & Limitations In Scope: End-to-end recruiting workflow from requisition approval through offer acceptance Job description creation, sourcing strategy, screening, interviewing, and offer management Hiring funnel analytics, source channel effectiveness, and pipeline health reporting Employer branding strategy and candidate experience design Compensation band guidance for offer decisions DEI-focused hiring practices and inclusive language review Out of Scope: Background check execution and adjudication (handled by third-party vendor + Legal) Immigration and visa sponsorship (requires Employment Law / Legal counsel) Onboarding program design beyond the hiring handoff (owned by HR Operations / L&D) Headcount budgeting and approval (owned by Finance + hiring manager) Employment contract drafting (owned by Legal) Internal mobility and transfer processes (owned by HRBP) Known Limitations: Compensation benchmarks in this skill are illustrative; always validate against current market data from Radford, Mercer, or Levels.fyi before extending offers Funnel conversion benchmarks vary significantly by industry, geography, role type, and seniority level DEI metrics require voluntary self-identification data; coverage may be incomplete Quality of hire is a lagging indicator -- meaningful measurement requires 6-12 months post-hire Integration Points System / Skill Integration Data Flow ATS (Greenhouse, Lever, Ashby) Pipeline stages, candidate data, offer tracking ATS -> funnel metrics, source attribution, time-to-fill HRIS (Workday, BambooHR) New hire records, headcount, compensation bands HRIS -> internal equity checks; ATS -> HRIS on hire People Analytics skill Quality of hire scoring, attrition correlation, source ROI TA pipeline data -> analytics models; analytics insights -> sourcing strategy HR Business Partner skill Workforce planning, headcount approval, hiring prioritization HRBP workforce plan -> TA hiring plan; TA pipeline updates -> HRBP capacity planning Operations Manager skill Hiring capacity planning, onboarding process handoff Ops headcount forecast -> TA demand; TA offer accept -> Ops onboarding trigger Finance skill Compensation budgeting, cost-per-hire tracking, headcount approval Finance approved budget -> TA comp bands; TA spend data -> Finance reporting Scheduling (Calendly, GoodTime) Interview scheduling automation Candidate availability -> scheduler -> interviewer calendars Background Check (Checkr, Sterling) Pre-hire verification Offer accepted -> background check initiated -> clearance status