# Talent Acquisition

> Expert talent acquisition for end-to-end recruiting operations—workforce planning tie-in, requisition intake, job descriptions and leveling, interview process coordination, candidate experience, offer process coordination, ATS/CRM workflow, hiring manager partnership, recruiting metrics (time-to-fill, pass-through, diversity funnel), agency/RPO management, EVP in hiring, onboarding handoff, and hiring compliance awareness (not legal advice). Use when the user mentions talent acquisition, TA strategy, recruiting process, hiring process, requisition, job description, time to fill, interview loop, candidate experience, ATS workflow, hiring manager, offer process, recruiting metrics, RPO, or full-cycle recruiting—not passive sourcing only (talent-sourcer), interview question banks alone (interview-prep, interview-system-designer), comp modeling (comp-analysis), offer letter legal text (draft-offer), org-wide people strategy (chro-advisor), or employee HR onboarding (people-operations-specialist).

- Skill: `daemon-blockint-tech/talent-acquisition` (Agent Skill, multi-file: 7 files)
- Install (CLI): `npx skillmds@latest add daemon-blockint-tech/talent-acquisition`
- Raw SKILL.md: https://api.skillmd.com/api/skills/daemon-blockint-tech/talent-acquisition/raw
- Safety review: pending
- Works with: Claude Code, Claude.ai, OpenAI Codex
- Category: Productivity
- Author: daemon-blockint-tech (https://skillmd.com/u/daemon-blockint-tech)
- Updated: 2026-09-17
- Page: https://skillmd.com/skills/daemon-blockint-tech/talent-acquisition

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# Talent Acquisition

## When to Use

- Open, prioritize, or close **requisitions** tied to workforce and headcount plans
- Write or refine **job descriptions**, leveling, and role success profiles with hiring managers
- Design or improve **interview loops**, stages, scorecards, and **candidate experience** (coordination—not question banks alone)
- Run **ATS/CRM** pipelines, stage definitions, SLAs, and recruiter–HM operating rhythms
- Coordinate **offers** through approval, negotiation support, and close (not legal offer drafting)
- Report **TA metrics**—time-to-fill, pass-through, source mix, diversity funnel, agency performance
- Manage **agencies/RPO** statements of work, scorecards, and slate quality
- Articulate **employer value proposition** for a role or function in hiring materials
- Hand off hired candidates to **onboarding** with structured start information
- Apply **hiring compliance basics**—EEO awareness, OFCCP-style documentation habits, right-to-work checkpoints (not legal advice)

## When NOT to Use

- Proactive boolean search, talent maps, and outreach sequences only → `talent-sourcer`
- Interview question banks, scorecard rubrics, or calibration session design only → `interview-prep`, `interview-system-designer`
- Compensation benchmarking, bands, or equity modeling → `comp-analysis`
- Legal offer letter text, employment law, or policy interpretation → `draft-offer`, `hr-business-partner`
- Org-wide people strategy, culture programs, or executive workforce planning → `chro-advisor`
- Employee HR onboarding, HRIS provisioning, or offboarding → `people-operations-specialist`, `onboarding`
- Req status tracking without process design → `recruiting-pipeline` (when present)
- Employer brand campaigns outside hiring context → `cmo-advisor`, `brand-strategist`

## Related skills

| Need | Skill |
|---|---|
| Passive sourcing, boolean search, talent maps, outreach | `talent-sourcer` |
| Pipeline stages, req tracking, hiring status updates | `recruiting-pipeline` |
| Interview plans, questions, scorecards | `interview-prep`, `interview-system-designer` |
| HR programs, policy, ER, workforce planning | `hr-business-partner` |
| Executive people strategy and org design | `chro-advisor` |
| Compensation benchmarking and offer math | `comp-analysis` |
| Offer letter drafting and negotiation language | `draft-offer` |
| New-hire onboarding checklists and day-one ops | `onboarding`, `people-operations-specialist` |
| Headcount and org structure planning | `org-planning`, `capacity-plan` |
| Job descriptions for product/engineering roles | `agile-product-owner`, `cto-advisor` |

## Core Workflows

### 1. Workforce planning and req intake

1. Confirm headcount approval, budget, level, location, and target start date
2. Align req to team plan, backfill vs net-new, and priority vs other open roles
3. Capture must-haves, nice-to-haves, and anti-profiles from hiring manager
4. Set success metrics for the hire (90-day outcomes, not only skills list)
5. Open req in ATS with correct job code, cost center, and approval chain

**See `references/talent_acquisition_scope.md` and `references/requisition_and_job_design.md`.**

### 2. Job design and posting

1. Draft JD with inclusive language, level expectations, and realistic requirements
2. Map role to career framework or leveling guide; resolve title/level mismatches early
3. Define comp band directionally with `comp-analysis` if needed; do not invent numbers
4. Build posting pack: internal blurb, external JD, interview team roster, agency brief
5. Publish to careers site, boards, and referral channels; tag sources in ATS

**See `references/requisition_and_job_design.md`.**

### 3. Interview process and candidate experience

1. Design loop: stages, interviewers, competencies, time targets, and debrief cadence
2. Publish **candidate-facing** schedule, prep, and feedback SLAs
3. Coordinate panels, take-home boundaries, and work-sample ethics
4. Run debriefs with evidence-based scorecards; avoid consensus without data
5. Manage rejections and withdrawals with respectful, timely communication

**See `references/interview_process_and_candidate_experience.md`.**

### 4. ATS pipeline and hiring manager partnership

1. Define stages, SLAs, and required fields per stage in ATS/CRM
2. Hold weekly HM sync: pipeline health, blockers, calibration, and slate diversity
3. Escalate aging reqs, low pass-through, or HM unavailability early
4. Document decisions, feedback themes, and process changes in req notes
5. Coordinate agency/RPO slates against the same bar as internal sourcing

**See `references/ats_pipeline_and_hiring_manager_partnership.md`.**

### 5. Offers, close, and onboarding handoff

1. Run pre-close checks: references, background scope, comp approval, level sign-off
2. Coordinate verbal offer, written offer routing through `draft-offer` / HR as required
3. Support negotiation within approved bands; escalate exceptions with business case
4. Manage counter-offers and competing timelines without pressure tactics
5. Hand off to onboarding: start date, equipment, buddy, and day-one agenda

**See `references/offers_onboarding_and_agency_management.md`.**

### 6. Metrics, compliance, and reporting

1. Track time-to-fill, time-in-stage, pass-through, and source effectiveness
2. Monitor diversity funnel by stage; investigate drop-offs without blaming candidates
3. Report agency/RPO performance against SLA and quality scorecard
4. Maintain EEO-appropriate documentation habits per org policy (not legal advice)
5. Retrospect closed reqs: what worked, bottlenecks, and JD/process fixes

**See `references/ta_metrics_compliance_and_reporting.md`.**

## When to load references

- **Scope and boundaries** → `references/talent_acquisition_scope.md`
- **Reqs and JDs** → `references/requisition_and_job_design.md`
- **Interview loop and CX** → `references/interview_process_and_candidate_experience.md`
- **ATS and HM partnership** → `references/ats_pipeline_and_hiring_manager_partnership.md`
- **Offers, agencies, onboarding handoff** → `references/offers_onboarding_and_agency_management.md`
- **Metrics and hiring compliance basics** → `references/ta_metrics_compliance_and_reporting.md`