---
name: talent-acquisition
description: Expert talent acquisition covering recruiting strategy, candidate sourcing, interview design, employer branding, and hiring analytics.
version: 1.0.0
author: Claude Skills
category: hr-operations
tags: [recruiting, hiring, sourcing, interviews, employer-brand]
---

# Talent Acquisition

Expert-level talent acquisition for building high-performing teams.

## Core Competencies

- Recruiting strategy
- Candidate sourcing
- Interview design
- Offer management
- Employer branding
- Hiring analytics
- DEI in hiring
- Candidate experience

## Recruiting Framework

### Hiring Funnel

```
SOURCING → SCREENING → INTERVIEWING → OFFER → ONBOARDING
    │           │            │           │          │
    ▼           ▼            ▼           ▼          ▼
Inbound      Resume       Phone        Extend    30-60-90
Outbound     Review       Technical    Negotiate Day Plan
Referrals    Phone        Onsite       Accept    Ramp
Events       Screen       Panel        Start     Mentor
```

### Funnel Metrics

```
┌─────────────────────────────────────────────────────────────────┐
│              RECRUITING FUNNEL - [Month]                         │
├─────────────────────────────────────────────────────────────────┤
│  Applications     Screened        Interviewed      Offers        │
│  250              120             45               8             │
│  100%             48%             18%              3.2%          │
├─────────────────────────────────────────────────────────────────┤
│  CONVERSION RATES                                                │
│  App→Screen: 48%    Screen→Interview: 38%    Interview→Offer: 18%│
│  Offer Accept: 75%  Time to Fill: 32 days    Cost/Hire: $4,500  │
├─────────────────────────────────────────────────────────────────┤
│  SOURCE BREAKDOWN                                                │
│  LinkedIn: 40%    Referrals: 25%    Job Boards: 20%    Other: 15%│
└─────────────────────────────────────────────────────────────────┘
```

## Job Design

### Job Description Template

```markdown
# [Job Title]

## About [Company]
[2-3 sentences about company mission and culture]

## The Role
[2-3 sentences describing the position and its impact]

## What You'll Do
- [Responsibility 1 - action verb + outcome]
- [Responsibility 2 - action verb + outcome]
- [Responsibility 3 - action verb + outcome]
- [Responsibility 4 - action verb + outcome]
- [Responsibility 5 - action verb + outcome]

## What You'll Bring
**Must Have:**
- [X] years of experience in [field]
- Proficiency in [skill/technology]
- Experience with [relevant experience]
- [Other requirement]

**Nice to Have:**
- Experience with [bonus skill]
- Background in [related field]

## What We Offer
- Competitive salary: $[Range]
- Equity participation
- Health, dental, vision insurance
- Unlimited PTO
- Remote-first culture
- Professional development budget
- [Other benefits]

## Our Hiring Process
1. Application review
2. Recruiter screen (30 min)
3. Hiring manager interview (45 min)
4. Technical/skills assessment
5. Final interviews (2-3 hours)
6. Offer

## Equal Opportunity
[Company] is an equal opportunity employer. We celebrate diversity and are committed to creating an inclusive environment for all employees.
```

### Compensation Framework

```
COMPENSATION STRUCTURE

LEVEL FRAMEWORK
├── IC1: Entry-level (0-2 years)
├── IC2: Mid-level (2-5 years)
├── IC3: Senior (5-8 years)
├── IC4: Staff (8-12 years)
├── IC5: Principal (12+ years)
└── IC6: Distinguished (expert)

COMPENSATION BANDS
Level    Base Range         Equity      Total Target
IC1      $70-90K           $5-15K      $80-100K
IC2      $90-120K          $15-30K     $105-140K
IC3      $120-160K         $30-60K     $150-200K
IC4      $160-200K         $60-120K    $220-300K
IC5      $200-250K         $120-200K   $320-420K

POSITIONING
├── 25th percentile: Below market
├── 50th percentile: At market
├── 75th percentile: Above market
└── 90th percentile: Premium
```

## Sourcing Strategy

### Source Channels

| Channel | Best For | Cost | Quality |
|---------|----------|------|---------|
| LinkedIn | All roles | $$ | High |
| Referrals | Culture fit | $ | Highest |
| Job Boards | Volume | $$ | Medium |
| Agencies | Specialized | $$$ | High |
| Events | Early career | $$ | Medium |
| Direct | Executives | $ | High |

### Sourcing Outreach

```markdown
# Outreach Templates

## Initial Message (LinkedIn)

Subject: [Role] opportunity at [Company]

Hi [Name],

I came across your profile and was impressed by your work on [specific project/experience]. At [Company], we're building [brief description] and looking for a [role] to [key impact].

Would you be open to a quick chat to learn more? No commitment needed.

Best,
[Your name]

## Follow-up (If no response)

Hi [Name],

Just circling back on my previous message. I understand you're busy, but wanted to share that this role offers [key differentiator - remote, equity, growth, etc.].

If timing isn't right, I'd still love to connect for the future.

## Referral Request

Hi [Name],

Hope you're doing well! We're hiring a [role] at [Company]. Given your network in [industry/function], do you know anyone who might be a fit?

Here's the job description: [link]

Happy to share a referral bonus of $[amount] for successful hires.
```

### Talent Pipeline

```
PIPELINE MANAGEMENT

HOT (Ready Now)
├── Interviewed in last 30 days
├── Active job seekers
└── Referrals

WARM (3-6 months)
├── Engaged in past
├── Passive candidates
└── Industry contacts

COLD (6-12 months)
├── Conference connections
├── Competitor talent
└── Future potential

NURTURING ACTIVITIES
├── Monthly newsletter
├── Industry content sharing
├── Company updates
├── Event invitations
└── 1:1 coffee chats
```

## Interview Process

### Interview Design

```
INTERVIEW STRUCTURE

PHONE SCREEN (30 min) - Recruiter
├── Role overview
├── Experience review
├── Salary expectations
├── Timeline/availability
└── Questions

HIRING MANAGER (45 min)
├── Deep dive on experience
├── Role fit assessment
├── Career goals
├── Team dynamics
└── Questions

TECHNICAL/SKILLS (1-2 hours)
├── Technical assessment
├── Problem-solving
├── Skill demonstration
├── Real-world scenarios
└── Questions

FINAL PANEL (2-3 hours)
├── Cross-functional interviews
├── Culture fit
├── Leadership (for senior roles)
├── Presentation (if applicable)
└── Questions
```

### Competency-Based Interview

```markdown
# Interview Scorecard

## Candidate: [Name]
## Role: [Role]
## Interviewer: [Name]
## Date: [Date]

## Competencies Assessed

### Technical Skills (Weight: 40%)
| Skill | Rating (1-5) | Evidence |
|-------|--------------|----------|
| [Skill 1] | | |
| [Skill 2] | | |
| [Skill 3] | | |

### Problem Solving (Weight: 20%)
| Dimension | Rating (1-5) | Evidence |
|-----------|--------------|----------|
| Analytical thinking | | |
| Creativity | | |
| Decision making | | |

### Communication (Weight: 20%)
| Dimension | Rating (1-5) | Evidence |
|-----------|--------------|----------|
| Clarity | | |
| Listening | | |
| Collaboration | | |

### Culture Fit (Weight: 20%)
| Value | Rating (1-5) | Evidence |
|-------|--------------|----------|
| [Value 1] | | |
| [Value 2] | | |
| [Value 3] | | |

## Overall Assessment
- Score: [X]/5
- Recommendation: Strong Hire / Hire / No Hire / Strong No Hire

## Strengths
-

## Concerns
-

## Questions for Next Round
-
```

### Behavioral Questions (STAR)

| Competency | Question |
|------------|----------|
| Leadership | Tell me about a time you led a team through a difficult situation |
| Problem Solving | Describe a complex problem you solved and your approach |
| Collaboration | Give an example of a successful cross-functional project |
| Conflict | Tell me about a disagreement with a colleague and how you resolved it |
| Failure | Describe a time you failed and what you learned |
| Growth | How have you developed your skills in the past year? |

## Offer Management

### Offer Process

```
OFFER WORKFLOW

1. INTERNAL APPROVAL
├── Compensation review
├── Manager approval
├── HR approval
├── Finance sign-off (if needed)
└── Executive approval (senior roles)

2. VERBAL OFFER
├── Call candidate
├── Present offer details
├── Gauge reaction
├── Address questions
└── Set deadline

3. WRITTEN OFFER
├── Generate offer letter
├── Include all details
├── Send for e-signature
├── Track status
└── Follow up

4. NEGOTIATION
├── Understand concerns
├── Evaluate requests
├── Propose alternatives
├── Reach agreement
└── Update offer

5. CLOSE
├── Signed offer received
├── Background check initiated
├── Start date confirmed
├── Onboarding scheduled
└── Team notified
```

### Offer Letter Template

```markdown
# Offer of Employment

[Date]

Dear [Candidate Name],

We are pleased to offer you the position of [Job Title] at [Company Name]. We were impressed by your background and believe you will be a valuable addition to our team.

## Position Details
- **Title:** [Job Title]
- **Department:** [Department]
- **Manager:** [Manager Name]
- **Start Date:** [Start Date]
- **Location:** [Location/Remote]

## Compensation
- **Base Salary:** $[Amount] per year, paid [frequency]
- **Equity:** [X] stock options, vesting over 4 years with 1-year cliff
- **Bonus Target:** [X]% of base salary, based on performance

## Benefits
- Medical, dental, and vision insurance
- 401(k) with [X]% company match
- [X] days PTO per year
- [Additional benefits]

## Terms
This offer is contingent upon:
- Successful completion of background check
- Proof of eligibility to work in [country]
- Signing of confidentiality and invention assignment agreement

This offer expires on [Date].

To accept this offer, please sign below and return by [Date].

Welcome to the team!

[Signature]
[Hiring Manager Name]
[Title]

---

I accept this offer of employment:

Signature: _________________ Date: _________
Name: [Candidate Name]
```

## Employer Branding

### Brand Elements

```
EMPLOYER VALUE PROPOSITION (EVP)

WHAT WE OFFER
├── Mission: [Why we exist]
├── Culture: [How we work]
├── Growth: [Career development]
├── Rewards: [Compensation/benefits]
└── Impact: [What you'll achieve]

BRAND PILLARS
├── Innovation: Cutting-edge technology
├── People: Diverse, talented team
├── Growth: Career development focus
├── Purpose: Making a difference
└── Flexibility: Work-life balance

PROOF POINTS
├── Glassdoor rating: 4.5/5
├── LinkedIn Top Company
├── Great Place to Work certified
├── Employee testimonials
└── Award recognition
```

### Careers Page Content

```markdown
# Life at [Company]

## Our Mission
[Why we exist and what we're building]

## Our Values
- **[Value 1]:** [Description]
- **[Value 2]:** [Description]
- **[Value 3]:** [Description]

## Why Join Us?

### Impact
[What you'll work on and why it matters]

### Growth
[Learning and development opportunities]

### Team
[Who you'll work with]

### Benefits
[Key benefits and perks]

## What Our Team Says
[Employee testimonials]

## Our Hiring Process
[Step-by-step process]

## Open Roles
[Job listings]
```

## Hiring Analytics

### Key Metrics

| Metric | Formula | Benchmark |
|--------|---------|-----------|
| Time to Fill | Req open → Offer accept | 30-45 days |
| Time to Hire | First contact → Accept | 14-21 days |
| Cost per Hire | Total spend / Hires | $3-5K |
| Quality of Hire | Performance + Retention | 80%+ |
| Offer Accept Rate | Accepts / Offers | 85%+ |
| Source Effectiveness | Hires / Source | Varies |

### Recruiting Dashboard

```
┌─────────────────────────────────────────────────────────────────┐
│              RECRUITING DASHBOARD - [Month]                      │
├─────────────────────────────────────────────────────────────────┤
│  Open Reqs       Hires MTD       Time to Fill    Offer Accept   │
│  25              8               28 days         88%            │
│  +5 vs LM        +3 vs Target    -5 days YoY     +3% YoY        │
├─────────────────────────────────────────────────────────────────┤
│  PIPELINE BY STAGE                                               │
│  Sourced: 150    Screening: 45    Interview: 20    Offer: 5    │
├─────────────────────────────────────────────────────────────────┤
│  HIRES BY DEPARTMENT                                             │
│  Engineering: 4    Sales: 2    Product: 1    Operations: 1      │
├─────────────────────────────────────────────────────────────────┤
│  DIVERSITY                                                       │
│  Gender: 42% women    Ethnicity: 35% URG    Veteran: 5%        │
└─────────────────────────────────────────────────────────────────┘
```

## 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

```bash
# Pipeline analyzer
python scripts/pipeline_analyzer.py --period month

# Source effectiveness report
python scripts/source_report.py --data hiring_data.csv

# Time to fill calculator
python scripts/time_to_fill.py --reqs requisitions.csv

# Diversity metrics generator
python scripts/diversity_metrics.py --hires hires.csv
```