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Found 42 Skills
Pre-sprint brief that locks challenge, sprint questions, team and role assignments, customer recruiting plan, prototype medium, interview format, logistics, and success criteria before Monday of a Design Sprint. Use after the readiness verdict is Go and before Monday begins. Produces a two-page artifact the team and Decider sign off on as the contract for the next five days.
Pre-sprint diagnostic that determines whether a team should run a Design Sprint now, postpone it, or do prerequisite work first. Produces a Go / Conditional Go / Wait verdict with diagnosis, recommended preconditions, attendee list, customer recruiting plan, and pre-sprint activities. Use when a team is considering starting a Design Sprint and wants a fast yes/no diagnosis before committing five days of team time and customer recruiting cost.
Designs an employer-brand strategy for attracting software engineers - the engineering EVP, the channel plan (engineering blog, OSS presence, referrals, conference talks, compensation-transparency artifacts), a verification-surface audit (employer-review sites, compensation databases, anonymous forums), and the measurement baseline. Use whenever someone raises "engineering employer brand", "why can't we attract engineers", "developer hiring content strategy", "should we publish salary bands", "tech recruiting brand", or engineering offer-acceptance dropping - even if they frame it as a recruiting problem. Covers early-stage through big-company stages, junior through staff-level targeting. Not DevRel program strategy - use samber/developer-relations-skills@devrel-strategy.
Advanced Juicebox data migration strategies. Use when migrating from other recruiting platforms, performing bulk data imports, or implementing complex data transformation pipelines. Trigger with phrases like "juicebox data migration", "migrate to juicebox", "juicebox import", "juicebox bulk migration".
Score, evaluate, and iteratively improve any content or strategy using an auto-assembled panel of domain experts. Handles copy, sequences, landing pages, strategy docs, titles, charts, recruiting evaluations, or anything else that needs a quality gate. Recursively iterates until all scores hit 90+ (max 3 rounds). Use when asked to: "expert panel this", "score this", "rate these variants", "quality check this", "panel review", "which version is better", "expert score", "evaluate this copy/strategy/page", or when another skill needs a quality gate on its output. Also triggers on: "score this landing page", "expert panel these email variants", "rate this headline", "panel these charts".
Processes and guardrails for recruiting, scheduling, consent, and incentive fulfillment.
Search, qualify, and enrich people and companies. Use this skill whenever the user wants to find professionals, candidates, or KOLs by title, company, location, seniority, or audience; enrich known contacts with email, phone, or LinkedIn; research companies for industry, funding, tech stack, or hiring activity; look up someone's contact info; source candidates for recruiting; generate B2B lead lists; or perform background web research on people or organizations. Trigger this skill even when the user doesn't explicitly say "search" or "enrich" — any mention of finding contacts, sourcing, prospecting, looking up a person or company, or gathering business intelligence should activate it.
Master the AI tools that transform hiring and HR operations. From sourcing candidates to onboarding, find and retain great talent faster. Use when "hiring, recruiting, HR, talent, performance management, hr, recruiting, hiring, talent, people" mentioned.
Finds data scientists and ML engineers to recruit using apidojo's Twitter scrapers on Apify. Triggers when the user asks to: find data scientists on Twitter for recruiting, discover machine learning engineers or AI researchers to hire from X, find data analysts or ML practitioners by specialization on Twitter, identify NLP computer vision or LLM engineers via social signals, find data science professionals open to work on Twitter, build a data science talent pipeline from social, or find researchers posting about job opportunities. Returns handle, name, ML specialty (from bio/tweets), stack (Python/R/TensorFlow), follower count, and open-to-work signals. Ideal for ML engineering hiring managers, AI research labs, and data-driven startups.
D1 swimming recruitment expertise for Michael Shapira. Invoke when discussing swim times, college recruiting, or coach outreach.
Build and grow developer and user communities from scratch — covering ambassador programs, community-led growth (CLG), event operations, content strategy, and health metrics. Grounded in real playbooks from Notion, Lovable, AFFiNE, ClickUp, Asana, and Lark. Use when: building a community for an open-source project, SaaS product, or brand; recruiting and managing ambassadors or community leaders; planning community events (online/offline meetups, AMAs, hackathons); designing ambassador tier/points systems; setting community health KPIs; launching a Build-in-Public strategy; setting up Discord, Slack, or Lark communities; running developer relations (DevRel); or when the user asks about community operations, ambassador programs, CLG, user advocacy, KOC/KOL cultivation, UGC flywheels, community monetization, or any variation of "how do I grow my community".
Finds marketing professionals and growth specialists to recruit using apidojo's Twitter scrapers on Apify. Triggers when the user asks to: find marketing professionals on Twitter for recruiting, discover growth marketers or CMOs to hire from X, find content marketers SEO specialists or paid acquisition managers on Twitter, identify demand generation or lifecycle marketing managers via social, find marketing leads or VP Marketing candidates from Twitter, build a marketing recruiting pipeline from social, or find marketers posting about career moves. Returns handle, name, marketing specialty (from bio), follower count, content signals, and open-to-work indicators. Ideal for startup marketing hiring managers, growth-stage companies, and executive recruiting firms.