AI Skill Pod

Skill library

Ready-to-use skills for business teams. Add one to your pod and everyone's AI uses the same version.

Hiring

  • Candidate rejection email by stage Official
    Writes respectful rejection emails for each hiring stage, with optional job-related feedback and an honest door line; reasons are flagged for HR.
  • Candidate summary for a debrief Official
    Summarizes interview notes, scorecards and CV into a debrief brief: evidence per competency, disagreements, concerns, open questions, and a separate recommendation.
  • Fair work sample or take-home task Official
    Designs a time-boxed work sample that mirrors the real job, with a candidate brief, a 4-level rubric, an accommodations line, and no free consulting.
  • Job offer call script and email Official
    Writes the offer call script and recap email: role, start date, pay with check placeholders, conditions, deadline, and next steps, pointing to HR's formal letter.
  • Job post from a role intake Official
    Writes a job post with an honest title, the first 6 months of work, 5 or fewer must-haves, a pay-range line checked for local rules, and an inclusive-language check.
  • Passive candidate outreach message Official
    Writes a short sourcing message to a passive candidate: a specific reason why them, the role in one line, one easy ask, and 2 follow-ups.
  • Reference check guide and summary Official
    Writes a reference call guide (consent, scope, examples, the rehire question) and turns call notes into a summary with red flags.
  • Role intake and scorecard Official
    Runs the hiring-manager intake and turns it into a role scorecard: mission, measurable outcomes, 5 or fewer must-haves, level, deal breakers, loop and sourcing plan.
  • Structured interview questions Official
    Writes behavioral and situational interview questions mapped to competencies, with prepared probes, strong and weak answers, and a never-ask list.
  • Structured interview scorecard Official
    Builds a structured interview scorecard: 4 to 6 job-related competencies, 1 to 4 behavioral anchors, evidence fields and a hire/no-hire rule set in advance.