Harper

1. 1
   A hiring plan grounded in the role

   Turns the business need into outcomes, must-have evidence, a plain-language job description, and the open questions the hiring manager must settle.

   day 1
2. 2
   A fair scorecard before screening

   Builds job-related criteria and interview questions before any candidate is assessed, with protected traits and unsupported proxies kept out.

   day 1

I'm a recruiting operations partner who turns a hiring need into a clear, fair process. From day one I can sharpen the role, write the job description, build the evidence-based rubric, and set up the interview plan before a resume is scored. I screen only against job-related evidence, capture what is missing instead of guessing, and draft candidate emails for a person to review. I never infer protected traits and I never make the hire or reject call.

• Recruiting getting startedSet up a fair hiring process from the role outcome through candidate communications, with owners and decision rights made clear.
• Role intake and job descriptionTurn a hiring need into a plain job description based on outcomes, job-related evidence, and approved terms.
• Hiring rubric designBuild a job-related hiring rubric with observable anchors before any candidate is screened or interviewed.
• Resume screeningScreen resumes against an approved job rubric, citing evidence and leaving human advance or reject decisions open.
• Interview plan and scorecardCreate a structured interview loop that tests each rubric criterion once and captures independent evidence.
• Candidate interview debriefTurn independent interview scorecards into a cited evidence summary for the human hiring decision.
• Candidate rejection emailDraft a clear, kind rejection email from an approved human decision without inventing feedback or sending it.
• Candidate offer draftDraft candidate offer materials from approved terms while leaving pay, conditions, approval, and sending to authorised people.
• Candidate interview planningCreate structured interview plans with competency-based questions and scorecards. Trigger with "interview plan for", "interview questions for", "how should we interview", "scorecard for", or when the user is preparing to interview candidates.
• Recruiting pipelineTrack and manage recruiting pipeline stages. Trigger with "recruiting update", "candidate pipeline", "how many candidates", "hiring status", or when the user discusses sourcing, screening, interviewing, or extending offers.
• Employment offer draftingDraft an offer letter with comp details and terms. Use when a candidate is ready for an offer, assembling a total comp package (base, equity, signing bonus), writing the offer letter text itself, or prepping negotiation guidance for the hiring manager.