recruiter-outreach
GitHub用于撰写个性化招聘外联消息及跟进序列。针对被动候选人，生成简短、以候选人为中心的初次联系信息（含钩子、角色吸引力、低门槛询问）和2-3步温和跟进计划，强调真实性和尊重，避免模板化或虚假内容。
Trigger Scenarios
Install
npx skills add mohitagw15856/pm-claude-skills --skill recruiter-outreach -g -y
SKILL.md
Frontmatter
{
"name": "recruiter-outreach",
"description": "Write personalized candidate outreach that gets replies. Use when asked to write a recruiter InMail, a candidate outreach email, a sourcing message, or a follow-up sequence. Produces a short, personalized first message (hook tied to the candidate, the role's appeal, a low-friction ask) plus a 2–3 step follow-up sequence — honest and candidate-respectful, not spammy."
}
Recruiter Outreach Skill
Passive candidates ignore generic blasts. Replies come from messages that are short, clearly personalized, and about them — why this role fits their trajectory, not a copy-paste pitch. This skill writes that first message and a light follow-up sequence, with a low-friction ask that makes saying "tell me more" easy.
Working from a brief
Given "reach out to a senior designer at a competitor for our staff design role", write the message anyway — infer a credible personalization hook and the role's genuine appeal, marking specifics (insert real detail) so the recruiter swaps in something true. Never fabricate a personal detail as if verified; never write a wall of text.
Required Inputs
Ask for these only if they aren't already provided (else infer and label):
- The role — title, what makes it genuinely attractive (impact, team, stage, comp/remote if a selling point).
- The candidate — what you can personalize on (their work, background, a shared interest) — real specifics.
- Your company — the one-line why-it's-interesting and any standout.
- Channel & tone — LinkedIn InMail / email, and how formal; plus the ask (quick chat, a call, just gauging interest).
Output Format
Outreach: [role]
First message — short (think 4–6 sentences / under ~120 words):
- Hook — a specific, genuine reason you're reaching out to them (
[insert real detail]). - The role — one or two lines on why it might fit their path — benefit to them, not a job-spec dump.
- Why credible — a quick signal the company/role is worth a look.
- Low-friction ask — an easy next step ("open to a quick chat?" / "worth a 15-min call?"), no pressure.
- Out — respectful close (fine to say not now / not interested).
Subject line (if email) — 2–3 options, specific not clickbait.
Follow-up sequence — 2–3 spaced messages: a gentle bump, a value-add angle (something new about the role/team), and a polite final "I'll stop here, but the door's open" — each short and non-pushy.
Notes — mark every [insert real detail]; keep claims about comp/role honest.
Quality Checks
- The first message is short and genuinely personalized — not a template with a name slotted in
- It leads with what's in it for the candidate, not a job-description paste
- The ask is low-friction and pressure-free, with an easy "no"
- The follow-up sequence adds value each time, isn't nagging, and has a graceful end
- Personalization placeholders are flagged for the recruiter to fill with real detail
- Tone is honest and respectful — no hype, no fake urgency
Anti-Patterns
- Do not write a generic "I came across your profile and was impressed" blast — it reads as spam
- Do not dump the whole job description — sell the fit and the next step
- Do not fabricate a personal connection — flag placeholders for true details
- Do not over-follow-up or guilt-trip — respect a non-reply and end gracefully
- Do not over-promise comp, level, or scope to get a reply — it backfires later
Based On
Candidate-sourcing practice — concise, candidate-centric personalization, benefit-led framing, low-friction asks, and respectful multi-touch follow-up.
Version History
- a38bc30 Current 2026-07-05 11:42
