SuperAPI AI Directory
Partner中文AI newsFavorites
Skillsjob-post-builder

job-post-builder

Office & productivity

View repository

Updated 10-15 20:04

About this skill

Hiring Package Builder

A bad hire costs three months of salary, a burned-out team, and lost clients. This skill assembles the entire hiring package — the job posting, interview guide, and offer — from a short conversation about the role, so you hire with purpose rather than blindly. Optionally sends the offer for signature via EDI (Diadoc/SBIS) using Claude in Chrome.

Quick Start

Triggers when the owner says they need to hire someone, or asks to assemble any hiring document. The skill walks through 6 phases: gather context → research the market → write the job posting → assemble the interview guide → assemble the offer → (optionally) send for signature via EDI.

Example trigger:

"We're looking for a product manager. Assemble a job posting and interview questions."

Workflow

  1. Gather role context — ask for the job title, responsibilities, requirements, location, salary, employment format (employment contract under the Labor Code / civil-law contract / self-employed), interview stages, and how the offer should be sent (Word file or EDI). Source: conversation / AskUserQuestion.
  2. Research similar job postings — search in ~~хранилище / on the Desktop for existing descriptions and templates; find 3–5 live job postings for this role on hh.ru / Avito Rabota / VK Rabota. Sources: file MCP, web search.
  3. Write the job posting — a draft based on the market per references/job-post-structure.md. Output: [Роль]-вакансия.docx via the docx skill.
  4. Assemble the interview guide + evaluation system — a step-by-step guide per references/interview-guide-structure.md. Output: [Роль]-гайд-собеседования.docx via the docx skill.
  5. Assemble the offer — a job offer with placeholder fields per references/offer-letter-template.md. Output: [Роль]-оффер.docx via the docx skill.
  6. Send via EDI (if requested) — via Claude in Chrome, go to the EDI service (Diadoc/SBIS/nopaper) or HR EDI, upload the offer, set up sending and save the draft. Explicit owner confirmation is required before sending.

Approval gates

In phase 6, the skill performs externally visible actions. Rules:

  • Never send a document via EDI without confirmation. Save it as a draft and return the link. The owner must review and confirm before sending.
  • Never send the backup email without confirmation. If the browser-based EDI flow fails, prepare the backup email and show it to the owner before sending.
  • Never publish the job posting. Provide only the .docx. Posting on hh.ru, Avito Rabota or VK Rabota is the owner's task.

Phase 6 does not go beyond "Save as draft" without explicit owner confirmation that they have reviewed the draft and want to send it.

Phase 1 — Understand the role

Before research and the letter, gather enough context. Ask the owner (in conversation or via AskUserQuestion):

  • Job title — the exact title as it should be posted

  • Team / function — who they report to and who they work with

  • Key responsibilities — 3–5 things the person will handle day to day

  • Must-have requirements — hard requirements (years of experience, specific skills, education)

  • Nice-to-have requirements — a plus, but not mandatory

  • Location / format — office, hybrid or remote; city, if it matters

  • Salary — the range, if there is one. State it in ₽ and clarify gross/net: in Russia it is customary to write "net" (take-home), but the employer withholds personal income tax (13% up to 2.4 million ₽/year) as a tax agent. Note that the range needs to be agreed with the accountant.

  • Employment format — ask how they plan to onboard the person:

    • Employment contract under the Labor Code of the Russian Federation — full-time employee, probationary period up to 3 months, contributions, vacation, sick leave
    • Civil-law contract (GPC) — contractor under a civil-law contract for a specific result
    • Self-employed (NPD) — for one-off/project tasks; keep in mind the limit of 2.4 million ₽/year and the risk of reclassification into an employment relationship if there are signs of permanent work

  • Existing description or template? — ask whether there is a previous version in ~~хранилище or on the Desktop to use as a basis

  • Method of sending the offer — ask how to deliver the offer:

    • Via EDI — the skill opens the EDI/KEDO service in Chrome, uploads the offer, configures sending and saves a draft for review before sending
    • Just a Word file — the skill saves the offer as .docx and stops; the owner handles sending

  • Interview process — ask how the hiring process is structured:

    • How many stages?
    • Who conducts each stage? (recruiter, hiring manager, colleague from the team, manager of the manager, panel)
    • What does each stage assess? (culture fit, expertise, cross-functional work)
    • Is there a test assignment or work case at any stage?

    This is critical — the interview guide is organized by stages, and each stage has its own set of questions. If the owner hasn't decided yet, suggest a reasonable default based on the role's level and company size and confirm before continuing.

    Example default for a mid/senior-level role:

    Stage Who conducts Focus
    Phone/video screening Recruiter Communication, basic fit, logistics
    Interview with the manager Hiring manager Scope, responsibility, expertise for the role
    Interview with a colleague Team member Collaboration, style
    Skills / case Strong specialist Relevant expertise
    Final / culture Manager's manager Values, long-term trajectory

Record the sending method in phase 1 so that the path for phase 5/6 is clear before the letter begins. If the owner has already named the method (for example, "send via Diadoc"), extract it from the message rather than asking again.

If the owner has already provided most of this in the message, extract and confirm it rather than asking unnecessary questions. One precise clarifying question is better than a long questionnaire.

Phase 2 — Research similar job postings

Good job postings are based on what the market actually writes for this role. Do both points in parallel:

A. First check existing files Search in ~~хранилище (Yandex Disk, Mail.ru Cloud) and on the Desktop for previous job descriptions, offer templates, or interview guides. Search by the role name, the words "vacancy", "description", "offer", "interview". If you find any — read them and use them as a basis, preserving the language, structure, and requirements that the owner has already set.

B. Web search for similar job postings Find current job postings for this role at comparable companies. Good sources: hh.ru, Avito Rabota, VK Rabota, company career pages, Telegram channels with job postings. Find 3–5 real job postings and note:

  • What responsibilities are usually listed for this role
  • What requirements appear consistently (this is the baseline bar)
  • How companies describe the impact/scope of the role
  • What wording makes a job posting feel alive rather than templated

Use this to check the owner's requirements for completeness (is anything standard missing? are they asking for anything unusual?) and make the job posting up to date.

Phase 3 — Write the job posting

Read references/job-post-structure.md for the full structure and recommendations.

If in phase 2 an existing job posting or description was found: Use it as a structural template — repeat the section names, tone, order, and any standard text the owner provided (company description, terms section, how to apply). The owner's format is the source of truth.

Check it against references/job-post-structure.md and with one question highlight the missing components before writing:

"Your job posting has a responsibilities section and a list of requirements, but I didn't see an opening hook or a description of what success looks like after a year. Add them or keep your format?"

Add missing items only with the owner's confirmation.

If no existing job posting was found: Build from scratch using references/job-post-structure.md as the full template.

In any case:

  • Lead with impact, not a list of tasks
  • Be honest about the hard parts — candidates who self-select are a better fit
  • Write inclusively; avoid jargon that implicitly filters out "outsiders"
  • Keep the list of must-have requirements short — every line deters some responses
  • If the salary isn't specified — omit the range, don't make it up

Save as [Роль]-вакансия.docx via the docx skill. Read docx/SKILL.md before assembling the file.

Phase 4 — Assemble interview questions + evaluation system

Read references/interview-guide-structure.md for the full format.

If in phase 2 an existing guide was found: Use it as a structural template — repeat the section names, order, and formatting. The owner's format is the source of truth; the reference is a checklist, not an override.

By comparing the sections of the existing guide with the reference, highlight the components that are present in the reference but missing from the owner's. Present it as a short, friendly question:

"Your guide has a question bank and an evaluation system, but I noticed there is no roadmap of stages and no debrief instructions after the interview. Should I add them or keep your structure?"

Add missing items only with confirmation. Do not silently expand the format.

If no existing guide was found: Build from scratch using references/interview-guide-structure.md as the full template.

In any case, organize the guide by stages, using the process from phase 1.

Structure the document so that each stage is a separate section:

Each stage has its own section with the stage name and the interviewer in the heading, then: the evaluation area for that stage, 4–6 behavioral questions for that area, 2–3 follow-up questions for each, and a 1/3/5 rating scale with anchors for each competency of the stage.

Principles for multi-stage guides:

  • Each competency is covered by one stage — do not duplicate questions across two interviewers
  • For panel interviews, explicitly divide the questions among the participants
  • If there is a take-home assignment — add a debrief section: what to look for, how to evaluate, what follow-up questions to ask
  • The debrief guide goes at the end, after all stage sections
  • The 1/3/5 rating anchors are written for the specific role, not generically

Save as [Роль]-гайд-собеседования.docx via the docx skill.

Phase 5 — Assemble the offer template

Read references/offer-letter-template.md for the base template and fields.

If an existing offer or template was found in phase 2: Use it as a structural template — preserve the owner's formatting, the order of items, the signature blocks, and the legal language that is already set. Its version is the source of truth.

Cross-check with references/offer-letter-template.md and highlight what is missing in one question before writing the letter:

«Your offer includes the salary and job details, but I noticed there is no link to the employment formalization under the Labor Code of the Russian Federation / probation period terms and a disclaimer about review by a lawyer. Should I add them or keep your format?»

Add missing items only with confirmation.

If no existing offer was found: Build from scratch using references/offer-letter-template.md as the full template.

In any case:

  • Use explicit [В СКОБКАХ] placeholder fields for all candidate-specific values
  • Include: the formalization format (Labor Code of the Russian Federation / civil-law contract / self-employed), the probation period term (up to 3 months), the offer terms, and a disclaimer about review by a lawyer
  • Do not invent salary figures — leave them as placeholders if not specified

Save as [Роль]-оффер.docx via the docx skill.

Then branch by the sending method from phase 1:

  • If they chose EDI → proceed to phase 6
  • If they chose Word file only → skip phase 6, hand over the .docx and close the task

Phase 6 — Send the offer via EDI

Via Claude in Chrome, upload the offer to the EDI/HR EDM service and configure sending, so the owner doesn't have to do it manually.

Important (Labor Code of the Russian Federation): an offer is a preliminary proposal, not the employment contract itself. Legally, the relationship is formalized by an employment contract under the Labor Code of the Russian Federation (or a civil-law contract). HR EDM (HR electronic document management) is suitable for signing HR documents with the employee's consent. An offer via EDI is a record of intent, not a replacement for the employment contract.

Step-by-step browser flow (adapt to the specific EDI service):

  1. Go to the EDI web portal (e.g., Kontur.Diadoc, SBIS or nopaper) — the owner should already be logged in. If a login screen appears — stop, ask the owner to log in, then continue.

  2. Click «Create» → «Send document» (or the equivalent in your version of the interface).

  3. Upload the offer: click “Upload” and upload the file you just created [Роль]-оффер.docx.

  4. Add the recipient: in the recipients section, specify the candidate as the signer. Ask the owner for the candidate’s full name and email/phone if they are not available yet.

  5. Add the sender as a copy, if the owner wants a copy (ask if it is unclear).

  6. Subject: Предложение о работе — [Название роли], [Название компании]

  7. Message:

    “Hello, [Candidate Name]! We are delighted to offer you the opportunity to join the team. Please review and sign at your convenience. If you have any questions, write to us and we will respond.”

  8. Place the signature fields: on the document — a signature field and a date field on the acceptance line at the bottom of the offer (if the EDI interface supports this).

  9. Save as a draft — do NOT send. Return the draft link to the owner for review before sending.

Tell the owner:

“Sending via EDI has been set up with the offer and the candidate’s details. Here is the link to the draft: [LINK]. Check the placement of the fields and confirm here when you are ready to send.”

Fallback: if EDI is unavailable or the browser flow fails at any step, switch to the email draft: compose the email via ~~почта (Yandex 360) with the offer attached and a note to upload it to EDI manually. Show the draft to the owner before sending.

Delivery of the package

When all three files are ready, show them together:

Summary with three results by role title: job posting .docx (ready to publish), interview guide .docx (to distribute to interviewers), offer .docx (sent to the EDI draft or ready for manual upload).

Remind the owner:

  • The offer template and the format of employment (Labor Code of the Russian Federation / civil law contract / self-employed) must be checked with a lawyer/HR specialist before use
  • Agree on the salary range with the accountant (take into account gross/net and personal income tax) before publishing
  • This skill does not select or rank respondents

Reference files

Upload as you reach the required phase — not all at once:

File When to upload
references/job-post-structure.md Phase 3 — before writing the job posting
references/interview-guide-structure.md Phase 4 — before the interview guide
references/offer-letter-template.md Phase 5 — before the offer
references/gotchas.md Any phase — non-obvious cases
references/examples/worked-example.md For a sample of the expected output

Tests

See tests/triggers.md — cases "should trigger", "should not trigger", ambiguous routing.

See tests/scenarios.md — end-to-end scenarios: happy path, missing connector, approval gate.