AI-powered recruiting and hiring engine for Claude Code.
Analyze any role, screen resumes, generate interview kits, benchmark salary, draft offers — and produce a client-ready PDF report in minutes.
Recruiting agencies charge $15,000-$30,000 per placement (typically 20-25% of the candidate's first-year base salary). Executive search firms charge 30-35% — often $50K-$200K for a single VP hire. In-house recruiting teams spend 2-3 months on every senior role, with industry-average costs of $4,000-$8,000 per hire in tooling, time, and missed productivity.
Most of that cost lives in four invisible failures:
- Bloated job descriptions with 10+ "must-haves" that filter out 70% of qualified candidates before they even apply
- Unstructured interview loops where two interviewers ask completely different questions and converge on the loudest voice in the debrief
- Comp gaps where the recruiter doesn't have authority to flex 5-10% — and loses every top candidate to faster, better-prepared competitors
- Employer-brand blind spots where Glassdoor reviews and a stale career site quietly cap the inbound pipeline
The RecruitKit turns Claude Code into a full recruiting agency you can run from the command line. Run a full hiring readiness analysis on any role in 2 minutes and produce a polished, client-ready PDF report with a 90-day improvement plan.
The RecruitKit launches 5 parallel AI agents to analyze any role across:
| Agent | Weight | What It Measures |
|---|---|---|
| Job Description Quality | 20% | Clarity, ATS keyword optimization, inclusivity, candidate appeal |
| Resume Screening Rigor | 20% | Rubric quality, red flag detection, funnel conversion |
| Interview Framework | 20% | Structured design, behavioral coverage, technical assessment, decision speed |
| Compensation Competitiveness | 20% | Market alignment, geographic accuracy, total comp completeness |
| Employer Brand Strength | 20% | Glassdoor / Indeed, career site, LinkedIn, candidate experience, retention |
It then produces a composite Hiring Readiness Score (0-100) with letter grade and a prioritized 90-day action plan.
| Feature | Description |
|---|---|
| Full Role Analysis | 5 parallel agents analyze every dimension simultaneously |
| Hiring Readiness Score | Weighted composite 0-100 with A+ to F grade and signal |
| Resume Screening | Score and rank candidates 0-100 with hire/pass/skip recommendation |
| Deep Candidate Scoring | 5-dimension evaluation with hire/no-hire signal |
| Interview Question Generator | 40-60 questions across behavioral, technical, culture, situational |
| Personalized Outreach | LinkedIn InMail, cold email, follow-up sequences |
| Salary Benchmarking | 25th/50th/75th/90th percentile bands by location + total comp |
| Offer Letters | Standard template + verbal offer script + close plan |
| 30/60/90 Onboarding | Day 1 readiness, milestone checkpoints, evaluation criteria |
| Pipeline Operations | Funnel health, bottleneck detection, aging candidate alerts |
| Candidate Comparison | Head-to-head with tiebreaker analysis |
| Employer Brand Audit | Glassdoor / Indeed / career site / competitor analysis |
| PDF Reports | Professional 10-page reports with score gauge, charts, action plan |
curl -fsSL https://raw.githubusercontent.com/tal7aouy/RecruitKit/main/install.sh | bashgit clone https://github.com/tal7aouy/RecruitKit.git
cd RecruitKit
./install.sh- Python 3.8+
- Claude Code CLI
- Git
reportlab(installed automatically)
Open Claude Code and use these commands:
| Command | What It Does | Output |
|---|---|---|
/recruit analyze <role> |
Full role analysis (5 parallel agents) | RECRUIT-ANALYSIS-*.md |
/recruit quick <role> |
60-second role snapshot | Terminal output |
/recruit job <description> |
Optimize/rewrite job description | RECRUIT-JOB-*.md |
/recruit screen <resumes> |
Batch resume screening & ranking | RECRUIT-SCREEN-*.md |
/recruit score <candidate> |
Deep single-candidate scoring | RECRUIT-SCORE-*.md |
/recruit interview <role> |
Generate interview question sets | RECRUIT-INTERVIEW-*.md |
/recruit outreach <candidate> |
Personalized recruiting outreach | RECRUIT-OUTREACH-*.md |
/recruit salary <role> |
Salary benchmarking & negotiation prep | RECRUIT-SALARY-*.md |
/recruit offer <candidate> |
Generate offer letter + verbal script | RECRUIT-OFFER-*.md |
/recruit onboard <hire> |
30/60/90 day onboarding plan | RECRUIT-ONBOARD-*.md |
/recruit pipeline |
Full hiring pipeline report | RECRUIT-PIPELINE.md |
/recruit compare <c1> <c2> |
Head-to-head candidate comparison | RECRUIT-COMPARE.md |
/recruit employer <company> |
Employer brand audit | RECRUIT-EMPLOYER-*.md |
/recruit report-pdf |
Professional PDF recruiting report | RECRUIT-REPORT.pdf |
When you run /recruit analyze <role>, the orchestrator:
-
Phase 1 — Role Discovery (20-30s): Captures role profile (title, level, function, location, comp band, hiring manager, urgency). Detects role type for tailored analysis.
-
Phase 2 — Launch 5 Parallel Agents (60-90s):
- recruit-job — Analyzes JD for ATS, inclusivity, must-haves, appeal; produces rewrite recommendations
- recruit-screen — Evaluates screening rigor, funnel conversion, red flag detection
- recruit-interview — Audits loop structure, generates 40-60 calibrated questions with rubrics
- recruit-salary — Pulls market data (Levels.fyi, Glassdoor, BLS), builds percentile bands and geographic adjustments
- recruit-employer — Audits Glassdoor, Indeed, LinkedIn, career site, candidate experience signals
-
Phase 3 — Synthesis (20-30s): Computes composite Hiring Readiness Score, generates 90-day action plan, projects time-to-fill improvement.
Total runtime: 2-3 minutes for a complete analysis.
The Hiring Readiness Score (0-100) is a weighted composite:
| Category | Weight | What It Measures |
|---|---|---|
| Job Description Quality | 20% | Clarity, ATS, inclusivity, must-haves, appeal |
| Resume Screening Rigor | 20% | Rubric, red flags, response time, funnel |
| Interview Framework | 20% | Structure, behavioral coverage, technical, decision speed |
| Compensation Competitiveness | 20% | Market percentile, geographic, total comp |
| Employer Brand Strength | 20% | Reviews, career site, candidate experience, retention |
| Score | Grade | Signal |
|---|---|---|
| 85-100 | A+ | Ready to hire — process is dialed in |
| 70-84 | A | Strong — minor refinements needed |
| 55-69 | B | Average — significant improvements possible |
| 40-54 | C | Below Average — losing top candidates |
| 25-39 | D | Poor — failed hires likely |
| 0-24 | F | Critical — overhaul process before hiring |
| Role Type | Key Analysis Focus |
|---|---|
| Technical / Engineering | Take-home work sample, system design, GitHub presence, equity story |
| Sales | Quota verification, OTE clarity, ride-along, reference depth |
| Executive (VP+) | Confidentiality, board references, executive search dynamics |
| Creative (Design / Marketing) | Portfolio review, taste alignment, brand-stage fit |
| Operations / Admin | Software proficiency, process design, attention to detail |
| Customer Service / Support | Communication, role-play, tone, language requirements |
| Healthcare / Legal / Regulated | License verification, certification check, compliance background |
- Audit every open role in 3 minutes before posting
- Generate interview kits standardized across all interviewers
- Run candidate debriefs with structured evidence
- Track pipeline health and surface bottlenecks weekly
- Replace expensive Lever / Greenhouse plugins with command-line tooling
- Conduct deep candidate scoring on every finalist
- Build employer brand audits as part of the search proposal
- Run head-to-head comparisons when client is deciding between two finalists
- Generate PDF reports that justify retainer fees ($100K+ for VP searches)
- Compete with bulge-bracket firms (Heidrick, Korn Ferry) on speed and depth
- Screen 50+ resumes per role in minutes
- Personalize LinkedIn outreach at scale without spam
- Benchmark salary across geographies for client conversations
- Produce client-ready audits for every open req
- Charge $2-$5K per placement for SMB clients (vs. 20% of salary)
- Onboard new clients with a comprehensive audit (replaces 2 weeks of manual research)
- Generate deliverables that justify retainer fees
- Run candidate scoring on every loop
- Use as a sales tool: "Here's a free audit. Here's what we'd do differently."
- Get a structured interview kit without hiring a recruiter
- Benchmark salary before posting
- Audit your own JD before publishing
- Score finalists with evidence (not gut feel)
/recruit quick Senior Backend Engineer San Francisco
============================================================
ROLE SNAPSHOT | May 20, 2026
Senior Backend Engineer — San Francisco / Remote-US
============================================================
Function: Engineering Level: IC5 (Senior)
Salary: $170K-$200K base
Urgency: Growth (not blocking)
Type: Remote-US (national band)
------------------------------------------------------------
HIRING DIFFICULTY: HARD — Hot market, comp gap vs Big Tech
------------------------------------------------------------
Dimension Rating
--------- ------
Market Demand High — backend ICs in high demand 2026
Salary Alignment Below — 12% below 75th percentile in SF
Sourcing Difficulty Avg — passive candidates require outbound
Competition Level Heavy — top candidates have 3-5 offers
Time-to-Hire Risk Slow — current process 70 days median
------------------------------------------------------------
TOP 3 PRIORITY ACTIONS
------------------------------------------------------------
1. Add equity refresh policy (20% of initial at year 3) —
biggest comp objection in close calls
2. Post explicit salary band $170-$220K — legally required
in CA/CO/NY/WA + increases apps 30%
3. Cut interview loop from 5 weeks to 2-3 weeks — top
candidates accept other offers within 7-10 days
------------------------------------------------------------
TIME-TO-HIRE
------------------------------------------------------------
Realistic days-to-close: 45-60 days (vs current 70+)
------------------------------------------------------------
VERDICT: Strong fundamentals but losing closes to faster,
better-paying competitors. 90-day fixes available.
------------------------------------------------------------
Want the full analysis? Run: /recruit analyze Senior Backend Engineer
============================================================
RecruitKit/
├── recruit/ # Main skill orchestrator
│ └── SKILL.md
├── skills/ # 14 sub-skills
│ ├── recruit-analyze/ # Full analysis (5 parallel agents)
│ ├── recruit-quick/ # 60-second snapshot
│ ├── recruit-job/ # JD optimization
│ ├── recruit-screen/ # Batch resume screening
│ ├── recruit-score/ # Deep candidate scoring
│ ├── recruit-interview/ # Interview question generator
│ ├── recruit-outreach/ # Personalized outreach
│ ├── recruit-salary/ # Salary benchmarking
│ ├── recruit-offer/ # Offer letter generator
│ ├── recruit-onboard/ # 30/60/90 onboarding plan
│ ├── recruit-pipeline/ # Pipeline operations report
│ ├── recruit-compare/ # Head-to-head candidate comparison
│ ├── recruit-employer/ # Employer brand audit
│ └── recruit-report-pdf/ # PDF report generation
├── agents/ # 5 parallel subagents
│ ├── recruit-job.md
│ ├── recruit-screen.md
│ ├── recruit-interview.md
│ ├── recruit-salary.md
│ └── recruit-employer.md
├── scripts/
│ └── generate_recruit_pdf.py # PDF report generator (ReportLab)
├── .github/workflows/ci.yml # Shell + Python + structure CI
├── banner.svg # README banner
├── install.sh # One-command installer
├── uninstall.sh # Clean uninstaller
├── requirements.txt # Python deps (reportlab)
├── CHANGELOG.md
├── CONTRIBUTING.md
└── README.md
Generate professional 10-page hiring readiness reports with:
- Cover page with Hiring Readiness Score gauge (color-coded 0-100)
- Score dashboard with bar chart and category breakdown
- Job description analysis with ATS keywords, inclusivity flags, rewrite recs
- Candidate pipeline summary with funnel chart and top candidate table
- Interview framework with recommended loop and sample questions
- Salary benchmarks with percentile bands and geographic adjustments
- Offer details with package, timeline, and decline risk assessment
- Employer brand assessment with reviews, career site, competitors
- 90-day action plan with Week 1 / Days 8-30 / Days 31-90 phases
- 30/60/90 onboarding plan with milestones and evaluation criteria
Color scheme: Royal blue (#1e3a8a), Gold (#d4af37), Success green (#10b981)
# Generate a sample PDF report
python3 ~/.claude/skills/recruit/scripts/generate_recruit_pdf.py --demoRecruiting agencies charge $15,000-$30,000 per placement. Executive search firms charge 30-35% of first-year base. This tool produces the deliverables that justify those fees.
| Package | What's Included | Recommended Price |
|---|---|---|
| One-Time Audit | Full audit + PDF report + 30-min walkthrough call | $497-$997 |
| Per-Placement (SMB) | Sourcing + screening + interview support + offer close | $2,000-$5,000 per placement |
| Per-Placement (Mid-Market) | Above + employer brand work + 30/60/90 plan | $5,000-$15,000 per placement |
| Monthly Retainer | 1-2 active reqs + pipeline ops + weekly debriefs | $1,500/mo |
| Growth Retainer | 3-5 active reqs + employer brand + content | $3,500-$5,000/mo |
| Executive Search | VP+ retained search (research, sourcing, interviewing, offer) | $25,000-$75,000 per search |
| Multi-Role / Burst Hiring | 10+ roles in 90 days (Series B-C growth-stage) | $25,000-$75,000 project fee |
- Startups raising Series A-B — they need to hire 10-20 people fast and don't have an in-house recruiting team
- Mid-market companies with broken funnels — apply the funnel-conversion analysis to their LinkedIn / Indeed presence
- Companies post-layoff trying to rebuild trust — your employer-brand audit is a sales wedge
- Hiring managers without recruiters — the audit + interview kit alone is a complete service
- VC portfolio support — most VCs have a "talent partner" role; pitch your service to them
- HR consulting firms — partner to deliver the AI-powered layer
- Lead with the time-to-hire number ("I found 25 days you could shave off your average req")
- Show the PDF report on the call — it justifies the price
- Offer a paid audit first ($497-$997) — converts at 30-50% to retainer
- For the placement close, position retainer or per-placement based on volume (1-2 hires/quarter = retainer; ad-hoc = per-placement)
Average recruiting agency revenue per client: $30,000-$120,000/year. Five clients = a real business.
Join the AI Workshop community to learn the full playbook
Built by the same author — all share the same Claude Code skill architecture:
- ai-marketing-claude — Full marketing strategy & content
- ai-sales-team-claude — Prospect research & sales prep
- ai-legal-claude — Contract review & legal docs
- ai-reputation-claude — Reputation management for any business
- ai-restaurant-claude — Restaurant marketing & operations
- ai-realestate-claude — Property research & investment analysis
- ai-finance-claude — Personal finance & retirement planning
- geo-seo-claude — GEO + SEO audit for websites
- ai-trading-claude — Stock & options analysis
- ai-crypto-claude — Cryptocurrency analysis
- ai-ads-claude — Paid ads strategist
- Fork the repository
- Create your feature branch (
git checkout -b feature/new-skill) - Commit your changes (
git commit -m 'Add new skill') - Push to the branch (
git push origin feature/new-skill) - Open a Pull Request
MIT License. See LICENSE for details.
This tool is for educational and research purposes only. All audit findings, scores, and recommendations are AI-generated approximations based on publicly available data and provided role context. Recruiting is a highly regulated activity — recommendations must be validated by HR and employment counsel before implementation. Job descriptions, interview questions, offer letters, and screening criteria all carry EEOC and state-specific legal risk. The authors accept no liability for any losses incurred from reliance on this report.
Always verify:
- EEOC and applicable employment law in your jurisdiction
- Pay-transparency requirements (CA, CO, NY, WA, and increasingly nationwide)
- Background check / reference check process compliance (FCRA in U.S.)
- State-specific offer-letter requirements (CA has unique terms)
- Visa / right-to-work compliance for non-citizen candidates
- ADA accommodation requirements throughout the loop
Built for Claude Code