Hiring Desk Official

Turns a hiring manager's requisition into a one-page brief with must-haves, nice-to-haves, the interview loop and the comp band.

1. 01Read the requisition: {{title}}, {{department}}, level {{level}}, {{location}}, headcount {{headcount}}, priority {{priority}}, target start {{target_start}}, raised by {{hiring_manager}}. Why now: {{why_now}} Search the Hiring Playbook for the interview loop, the comp band for this level and location, and the approval rule. List the must-haves (at most 5) and nice-to-haves (at most 4) this role needs. Output: The must-haves, the nice-to-haves, the interview loop, the band and the approval rule, as plain text lines.
2. 02Write the intake brief for the desk and the hiring manager. Sections, each two to four lines: Role in one sentence. Must-haves. Nice-to-haves. Interview loop (steps, interviewers by role, target days from screen to offer). Comp band. Approval needed (who, why). Risks (market, timeline, budget). Plain text, no markdown, under 250 words. Output: The intake brief as plain text, under 250 words.

Reads the resume summary against the intake brief and gives a fair, evidence-based screen with a recommendation and the questions to ask.

1. 01Find the requisition "{{requisition}}" in the Requisitions table and read its Intake Brief. Candidate {{name}} (source: {{source}}). Resume summary: {{resume_summary}} For each must-have in the brief, mark it Shown, Unclear or Missing with the evidence from the summary. If the brief is empty, use the requisition's title and level and say the brief was missing. Output: One line per must-have, Shown, Unclear or Missing, with the evidence, as plain text.
2. 02Write the screen. Line 1: Recommendation: Strong, Consider or Pass, and why in one sentence. Then the must-have lines from task 1. Then "Ask:" and three short questions for the recruiter screen. Plain text, under 180 words. No comment on anything that is not evidence for a must-have. Output: The screen as plain text, starting with the recommendation line.

Gives the interviewer the candidate summary, the screen so far, the guide for this interview type, and the questions to ask.

1. 01Interview {{label}}: {{interview_type}} with {{interviewer}} on {{scheduled}}. Read candidate {{candidate}} in the Candidates table (resume summary, screen, stage) and their requisition's intake brief. Search the Hiring Playbook for the guide for a {{interview_type}} interview. List the must-haves still marked Unclear or Missing in the screen. Output: The candidate summary, the still-unproven must-haves and the guide's focus, as plain text.
2. 02Write the pack. Sections: Candidate in three lines. What we still need to learn (the unproven must-haves). Questions to ask (five, tied to those). How to score (from the guide). Logistics (when, format). Plain text, under 220 words. Never include another interviewer's feedback. Output: The interview pack as plain text, under 220 words.

For an interview that is done without feedback, decides whether it is overdue and drafts the nudge to the interviewer.

1. 01Interview {{label}} with {{interviewer}} for {{candidate}}, held {{scheduled}}, status {{status}}, feedback received: {{feedback_received}}. Check the Interview Feedback table for a row for this interview. If feedback exists or the interview is not Done, output exactly: No chase needed. Otherwise work out how many days since the interview. Output: Either No chase needed, or the number of days overdue, as plain text.
2. 02If task 1 said No chase needed, repeat it and stop. If under 1 day, output: Not yet due. Otherwise draft the nudge to {{interviewer}}: two sentences, the candidate's name, the fact that the loop is waiting on them, and "Submit it on the hiring portal". If 3 days or more, add one line for the hiring manager saying the loop is stalled on this feedback. Plain text. Output: The nudge text, or No chase needed, or Not yet due, as plain text.

Checks the offer against the comp band, says whether it needs extra approval, and drafts the letter.

1. 01Offer for {{candidate}} on requisition "{{requisition}}": base {{base}}, bonus {{bonus}}, equity {{equity}}, start {{start_date}}. Notes: {{notes}} Read the requisition's level, location and hiring manager. Search the Hiring Playbook for the band and equity default for that level and location and the approval rule. State whether base and equity are inside the band, and who must approve. Output: The band check and the approval needed, as plain text lines.
2. 02Write two things. First "Approval note:" then two lines for the approver (inside band or not, and why this candidate). Then "Letter:" and the offer letter: greeting by first name, the role and level, who they report to, start date, base, bonus and how it is earned, equity and vesting, one line on benefits from the playbook, how long the offer stands, a warm close. Plain text, no markdown, under 300 words. Output: The approval note and the letter, plain text.

Counts open roles, pipeline by stage, interviews held, offers out and accepted, stalled loops, and sends it to the talent lead.

1. 01Count from the tables: open requisitions (Status Open) and awaiting approval; candidates by Stage; interviews held last week (Status Done) and those with Feedback Received false; offers by Status. List each open requisition with its candidate count and the oldest stage date. Output: The counts and the per-requisition lines, as plain text.
2. 02Write the report: the numbers as short lines, then "Stalled:" with each role that has no candidates in Interview or later, or feedback overdue, or an offer awaiting approval, each with the reason. Then "Decisions this week:" with at most three. Under 250 words, plain text. Send it with Turtle Notify to the talent lead and confirm. Output: The report text and a confirmation that it was sent, plain text.