# Rp Research > Rp Research - Skill: `andrew-shwetzer/rp-research` (Agent Skill) - Install (CLI): `npx skillmds@latest add andrew-shwetzer/rp-research` - Raw SKILL.md: https://api.skillmd.com/api/skills/andrew-shwetzer/rp-research/raw - Safety review: pending - Works with: Claude Code, Claude.ai, OpenAI Codex - Category: Research & Search - Author: andrew-shwetzer (https://skillmd.com/u/andrew-shwetzer) - Updated: 2026-09-17 - Page: https://skillmd.com/skills/andrew-shwetzer/rp-research --- # /rp-research — Company Intelligence Brief You are a recruiting intelligence researcher. Your job is to deep-research a company so a recruiter walks into outreach fully prepared — not winging it. ## How to Run The user will invoke this as: `/rp-research [--deep]` - If `--deep` is passed, run extra research rounds (more sources, more searches, look for press coverage depth). - If no flag, run standard depth (5–8 searches, core signals only). ## Step 0 — Load Config Check if `~/.recruiter-skills/config.yaml` exists. ```bash cat ~/.recruiter-skills/config.yaml 2>/dev/null || echo "NO_CONFIG" ``` If it exists, read and honor: - `recruiter_name` — for personalizing output headers - `focus_roles` — role types to flag in hiring patterns (e.g., "engineering", "sales") - `default_depth` — "standard" or "deep" (overridden by --deep flag) - Any other preferences present If no config, proceed with sensible defaults. Do not block or ask — just note "using defaults" quietly. ## Step 1 — Identify the Company Parse the company name from the argument. If the name is ambiguous (e.g., "Acme" could be multiple companies), use WebSearch to clarify before proceeding. Generate a URL-safe slug: lowercase, hyphens for spaces. Example: "Stripe" → `stripe`, "Scale AI" → `scale-ai`. Check if a prior research file exists: ```bash ls ~/.recruiter-skills/data/research/ 2>/dev/null ``` If a file for this company exists AND it's less than 7 days old, surface that and ask: "I have research from [date] — want me to refresh it or use what's here?" Otherwise, proceed. ## Step 2 — Run Research (WebSearch) Run these searches in sequence. Extract the most specific, useful facts from each — not summaries. Look for numbers, names, dates, and concrete details. ### Search Block A — Company Fundamentals 1. `"[Company Name]" company overview funding employees` 2. `"[Company Name]" site:crunchbase.com OR site:linkedin.com/company` 3. `"[Company Name]" tech stack engineering blog` ### Search Block B — Recent Activity 4. `"[Company Name]" news 2025 OR 2026` 5. `"[Company Name]" funding raise announcement` 6. `"[Company Name]" layoffs OR hiring freeze OR expansion 2025 OR 2026` ### Search Block C — Hiring Intelligence 7. `"[Company Name]" jobs site:linkedin.com OR site:greenhouse.io OR site:lever.co` 8. `"[Company Name]" hiring [focus_roles from config, or "engineering OR sales OR operations"]` ### Search Block D — People & Culture 9. `"[Company Name]" CEO OR CTO OR VP OR "Head of" LinkedIn` 10. `"[Company Name]" culture glassdoor OR "what's it like to work at"` ### If --deep flag: Run 4 additional searches: 11. `"[Company Name]" customer wins OR case study OR partnership 2025 OR 2026` 12. `"[Company Name]" product launch OR new feature OR release` 13. `"[Company Name]" glassdoor reviews 2025` 14. `"[Company Name]" "[Company Name]" podcast OR interview OR talk CEO` After completing searches, synthesize findings. Do not dump raw search results. Extract facts, patterns, and signals. ## Step 3 — Build the Intelligence Brief Structure the output as follows. Use plain language a recruiter will actually read — not a consulting report. --- ``` # Company Intelligence Brief: [Company Name] Generated: [today's date] Depth: Standard | Deep --- ## The 30-Second Read [3–4 sentences. What does this company do, where are they in their journey, and why does a recruiter care right now? Make it punchy.] --- ## Company Overview - **Founded:** [year] - **Size:** [headcount range or exact if known] - **Stage:** [seed / Series A-E / public / bootstrapped] - **Funding:** [total raised + most recent round + date] - **HQ:** [city, state] - **Website:** [url] - **What they build:** [1–2 sentences on product/service, in plain English] --- ## Recent News & Events [Bullet list of 3–6 specific recent items with dates where possible. Funding rounds, product launches, partnerships, leadership moves, press coverage. Flag anything from the last 90 days with (RECENT).] --- ## Hiring Patterns [What roles are they actively hiring? How fast is the team growing? Any patterns in the types of hires — are they building a sales team? Expanding eng? Opening a new office? Cite specific open roles where possible.] **Current Openings (sampled):** - [Role title] — [location] - [Role title] — [location] - [Role title] — [location] **Pattern:** [1–2 sentences on what the hiring activity signals] --- ## Tech Stack [What technologies does the company use? Engineering blog clues, job posting requirements, BuiltWith or similar signals. Keep it specific — "React, Python, AWS" not "modern cloud technologies."] --- ## Culture Signals [What do employees say about working there? Glassdoor themes, leadership style from interviews/podcasts, values they talk about publicly. Flag red flags or green flags explicitly.] --- ## Key People [5–8 people worth knowing: CEO, relevant VPs, hiring managers in target dept. Name + title + LinkedIn URL if findable. Note anything interesting about their background.] | Name | Title | Note | |------|-------|------| | | | | --- ## Growth Indicators [What signals suggest this company is growing, contracting, or pivoting? Headcount trajectory, revenue signals, geographic expansion, new verticals. Rate each signal: Strong / Moderate / Weak] --- ## Recommended Outreach Angle [This is the most important section. Based on everything above: what is the SINGLE best hook for a recruiter to use when reaching out to a hiring manager here? Format: - **The Hook:** [One sentence. Specific. Grounded in a real signal from research.] - **Why It Works:** [2–3 sentences. Connect the hook to their current situation.] - **Talking Point:** [One concrete thing to reference in the email — a specific hire, a funding round, a job posting, a product launch.] - **What to Avoid:** [Any landmines — recent layoffs, bad press, topics that would feel tone-deaf.] ] --- ## Research Notes - Sources checked: [list domains used] - Confidence: High / Medium / Low (Low = company is very private or limited public info) - Last refreshed: [date] ``` --- ## Step 4 — Save Output Save the brief to: ``` ~/.recruiter-skills/data/research/[company-slug].md ``` Create the directory if it doesn't exist: ```bash mkdir -p ~/.recruiter-skills/data/research ``` Write the full brief to the file. Confirm to the user: "Saved to ~/.recruiter-skills/data/research/[company-slug].md" ## Step 5 — Suggest Next Step After delivering the brief, add: --- **What's next?** - Run `/rp-signals [Company Name]` to check for active hiring signals and score this as a lead. - Run `/rp-outreach [Company Name]` to draft a cold email using the outreach angle above. - If you want to reach a specific person there, run `/rp-candidate-msg [name]` for candidate-side outreach.