Recruiting and Staffing Ops Official

Screens a candidate against a job's must-haves and nice-to-haves, records a match result and reasoning. Never rejects.

1. 01Select candidates to screen from the Candidates table. If {{candidateName}} is provided, work only that candidate. Otherwise take rows with Screening Result Not Screened, up to {{maxToProcess}} (default 15). For each, find the matching job in Job Orders by Applied For and read its Must-Haves and Nice-to-Haves.Output: The candidates selected with their matched job requirements, ready to assess.
2. 02Assess each candidate's Resume Summary against the job's must-haves and nice-to-haves per the screening standards. Ignore any information about protected characteristics entirely. Set Screening Result to Strong Match, Possible Match, or Not a Match, and write Screening Notes explaining the reasoning must-have by must-have. Update Stage to Screened. Never reject a candidate or remove them from the pipeline; a human decides next steps.Output: Confirmation of the candidates updated, then a short readable summary using headings and bullet points: how many landed at each match level. Never output JSON or raw data.

Drafts availability requests and proposed interview times, tracking scheduling status. Never confirms a time itself.

1. 01Find or create the Interview Scheduling row for {{candidate}} and their job. Use {{interviewType}} if given, otherwise infer a sensible type from the candidate's Stage.Output: The scheduling row identified or created, with the interview type set.
2. 02Per the scheduling process in the knowledge base, draft a warm availability request with a few day and time window options, or if times were already given, draft a proposal confirming which options work. Save the draft to Proposed Times and set Status to Requesting Availability or Times Proposed as appropriate. Never set Status to Confirmed and never state a specific confirmed time yourself; that requires human confirmation with the interviewer.Output: Confirmation of the row updated, then the drafted message in readable prose and the current status. Never output JSON or code blocks.

Drafts candidate outreach and status-update messages per the communication voice. Draft only.

1. 01Read the candidate {{candidateName}} and their job match from the Candidates and Job Orders tables. Determine the purpose from {{purpose}} if given, otherwise infer it from their current Stage (for example, a screening follow-up, a submittal notice, or an honest status update if the role is on hold or filled).Output: The candidate context and the purpose of the outreach.
2. 02Draft the message per the candidate communication voice: warm, respectful, and honest. Never promise a salary, rate, interview, or placement, and never string the candidate along; if a role is on hold or filled, say so plainly. Save the draft to the candidate's Notes. Do not send anything.Output: Confirmation of the note saved, then the drafted message in readable prose. Never output JSON or code blocks.

Builds a submittal package mapping a candidate's experience to the job's must-haves, for a hiring manager or client. Draft only.

1. 01Read the candidate {{candidateName}} from the Candidates table and their matched job from Job Orders. Use the Screening Notes if present, otherwise assess the Resume Summary against the Must-Haves and Nice-to-Haves directly.Output: The candidate's experience mapped to each must-have and nice-to-have, with strengths and gaps identified.
2. 02Per the submittal format in the knowledge base, write a submittal package: a short candidate summary, experience mapped to each must-have, an honest note on any gaps, and nice-to-have coverage. Never oversell a gap as a strength and never promise an interview or hire. Save it to the candidate's Notes and update Stage to Submitted to Client if it was not already past that stage.Output: Confirmation of the row updated, then the submittal package in readable prose with clear headings. Never output JSON or code blocks.

Reads job orders, candidates, and interview scheduling and produces a pipeline digest with what needs attention.

1. 01Read the Job Orders, Candidates, and Interview Scheduling tables. Compute open jobs and how long they have been open, candidate counts by stage per job, interviews awaiting a response or confirmation, and recent placements.Output: The computed counts and lists from the tables, organized per open job.
2. 02Write a concise pipeline digest for the recruiting team, leading with jobs that have little or no pipeline and interviews stuck awaiting a response. Optionally record period totals in the Pipeline Metrics table.Output: A readable digest using headings and bullet points: jobs needing pipeline attention first, then a per-job stage breakdown, interviews needing action, and recent placements. Lead with the headline. Never output JSON or raw rows.