Job Post Builder

Produces a complete hiring packet — job post, interview guide, and offer letter — from a brief conversation about the role. Optionally routes the offer letter to DocuSign via Claude in Chrome.

Quick start

Invoke when a user says they need to hire someone or produce any hiring document. The skill walks a 6-phase workflow: gather context → research the market → write the job post → draft the interview guide → assemble the offer letter → (optionally) route to DocuSign.

Example trigger:

"We're hiring a senior product manager. Can you put together the job post and interview questions?"

Workflow

1. Gather role context — Ask for role title, responsibilities, qualifications, location, comp, interview process, and offer delivery preference (Word doc vs. DocuSign). Source: conversation / AskUserQuestion.
2. Research comparable posts — Search Google Drive / Desktop for existing JDs and templates; run web search for 3–5 live postings for this role. Sources: file MCP, web search.
3. Write the job post — Draft a market-informed job description using references/job-post-structure.md. Output: [Role]-Job-Post.docx via docx skill.
4. Draft interview guide + scoring rubric — Build a stage-by-stage guide using references/interview-guide-structure.md. Output: [Role]-Interview-Guide.docx via docx skill.
5. Assemble offer letter — Build offer letter with bracketed placeholders using references/offer-letter-template.md. Output: [Role]-Offer-Letter.docx via docx skill.
6. Route to DocuSign (if requested) — Use Claude in Chrome to navigate DocuSign, upload the offer letter, configure the envelope, and save a draft. Requires explicit user approval before the envelope is sent.

Approval gates

This skill performs externally-visible actions in Phase 6. The following rules apply:

• Never send a DocuSign envelope without approval. Save the envelope as a draft and return the URL. The user must review and confirm before Claude clicks Send.
• Never send the Gmail fallback email without approval. If the DocuSign browser flow fails, draft the fallback email and show it to the user before sending.
• Never publish the job post. Produce the .docx file only. Posting to any job board is the user's responsibility.

Phase 6 will not advance past "Save as draft" without the user explicitly confirming they have reviewed the envelope and want it sent.

Phase 1 — Understand the Role

Before researching or writing anything, gather enough context to do it well. Ask the user (via conversation or AskUserQuestion) for:

• Role title — exact title they want to post

• Team / function — who this person reports to and works with

• Key responsibilities — 3–5 things this person will own day-to-day

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

• Nice-to-have qualifications — preferred but not required

• Location / remote policy — on-site, hybrid, or fully remote; location if relevant

• Compensation range — salary band if they have one (flag that this needs HR/legal sign-off)

• Existing JD or template? — ask if there's a prior version in Google Drive or on their Desktop to use as a starting point

• Offer letter delivery preference — ask how they'd like the offer letter delivered:

  • Send directly via DocuSign — skill opens DocuSign in Chrome, uploads the letter, sets up the envelope, and saves a draft for review before sending
  • Just the Word doc — skill saves the offer letter as a .docx and stops there; the user handles routing themselves

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

  • How many rounds/stages are there?
  • Who conducts each stage? (e.g. recruiter, hiring manager, peer, skip-level, panel)
  • What is each stage meant to assess? (e.g. culture fit, technical depth, cross-functional collaboration)
  • Is there a take-home exercise or work sample at any stage?

  This is critical — the interview guide will be organized by stage, and each stage gets its own question set. If the user doesn't know yet, suggest a sensible default based on the role level and company size, and confirm before proceeding.

  Example default for a mid-senior IC role: | Stage | Interviewer | Focus | |---|---|---| | Phone screen | Recruiter | Communication, baseline fit, logistics | | Hiring manager interview | HM | Scope, ownership, role-specific depth | | Peer interview | Team member | Collaboration, working style | | Skills/case exercise | Senior IC | Relevant technical or domain depth | | Final / culture interview | Skip-level or exec | Values, long-term trajectory |

Capture the delivery preference in Phase 1 so the right Phase 5/6 path is clear before any writing starts. If the user already indicated a preference (e.g. "send it to DocuSign"), extract it from their message rather than asking again.

If the user has already provided most of this in their message, extract it and confirm before moving on rather than asking redundant questions. One focused clarifying question is better than a long form.

Phase 2 — Research Comparable Posts

Good job posts are grounded in what the market actually says for this role. Do both of the following in parallel:

A. Check existing files first Search Google Drive and Desktop for prior JDs, offer letter templates, or interview guides the user may already have. Use file search tools with terms like the role title, "job description", "JD", "offer letter", "interview". If found, read them and use them as the baseline — preserving any existing language, structure, or requirements the user has established.

B. Web search for comparable posts Search for current job postings for this role at comparable companies. Good sources include LinkedIn, Greenhouse, Lever, Workday, and company career pages. Look for 3–5 real postings and note:

• Common responsibilities listed for this role
• Qualifications that appear consistently (these are table stakes)
• How companies describe the role's impact/scope
• Any language patterns that make postings feel compelling vs. generic

Use this research to pressure-test the user's requirements (are they missing something standard? asking for something unusual?) and to make the job post feel current and market-aware.

Phase 3 — Write the Job Post

Read references/job-post-structure.md for the full recommended structure and writing guidance.

If an existing job post or JD was found in Phase 2: Use it as the structural template — mirror its section names, tone, ordering, and any boilerplate the user has established (e.g. company description, benefits blurb, how-to-apply language). The user's format is the source of truth.

Compare it against references/job-post-structure.md and surface any missing components in a single question before writing:

"Your existing JD has a responsibilities section and requirements list, but I didn't see an opening hook or a description of what success looks like in year one. Want me to add those, or keep it to your current format?"

Only add the missing components if the user confirms.

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

Either way:

• Lead with impact, not just tasks
• Be honest about what's hard — candidates who self-select in are better fits
• Use inclusive language; avoid jargon that implicitly filters for in-group candidates
• Keep the required qualifications list tight — every line is a reason someone doesn't apply
• If compensation isn't provided, omit the range rather than invent one

Save as [Role]-Job-Post.docx using the docx skill. Read docx/SKILL.md before generating the file.

Phase 4 — Draft Interview Questions + Scoring Rubric

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

If an existing interview guide was found in Phase 2: Use the user's existing guide as the structural template — mirror its section names, ordering, and formatting conventions. The user's format is the source of truth; the reference file is a checklist, not an override.

After mapping the existing guide's sections against the reference, surface any components present in the reference but missing from the user's guide. Present these as a short, friendly question before writing — for example:

"Your existing guide has a question bank and scoring rubric, but I noticed it doesn't include an interview stage map or a debrief guide. Want me to add those, or keep it to your current structure?"

Only add the missing components if the user confirms. Don't silently expand their format without asking.

If no existing guide was found: Build the guide from scratch using references/interview-guide-structure.md as the full template. The reference defines the recommended sections, question format, rubric anchors, and debrief guidance — follow it completely.

Either way, organize the guide by interview stage using the process captured in Phase 1.

Structure the document so each stage is its own section:

Each stage gets its own section with the stage name and interviewer as the heading, followed by: the focus area this stage assesses, 4-6 behavioral questions specific to that focus, 2-3 follow-up probes per question, and a 1/3/5 scoring rubric with anchors for each competency the stage owns.

Key principles for multi-stage guides:

• Each competency should be owned by one stage — avoid two interviewers asking the same thing. If there's overlap, assign different angles.
• For panel interviews, split questions across panelists explicitly so each person knows what they're covering.
• If there's a take-home exercise, include a structured debrief section for reviewing it — what to look for, how to score it, follow-up questions.
• The debrief guide goes at the end, after all stage sections.
• 1/3/5 scoring anchors should be written for this specific role, not generic.

Save as [Role]-Interview-Guide.docx using the docx skill.

Phase 5 — Assemble the Offer Letter Template

Read references/offer-letter-template.md for the full base template and field definitions.

If an existing offer letter or template was found in Phase 2: Use it as the structural template — preserve the user's formatting, clause ordering, signature blocks, and any legal language they've already established. Their version is the source of truth.

Compare it against references/offer-letter-template.md and surface any missing components in a single question before writing:

"Your existing offer letter has compensation and position details, but I noticed it doesn't include an at-will employment clause or a legal review disclaimer. Want me to add those, or keep it to your current format?"

Only add the missing components if the user confirms.

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

Either way:

• Use clearly marked [BRACKETED] placeholder fields for all candidate-specific values
• Include: at-will clause (if applicable), contingency conditions, legal review disclaimer
• Don't invent compensation figures — leave them as placeholders if not provided

Save as [Role]-Offer-Letter.docx using the docx skill.

Then branch based on the delivery preference captured in Phase 1:

• If the user chose DocuSign → proceed to Phase 6
• If the user chose Word doc only → skip Phase 6, deliver the .docx and close out

Phase 6 — Route the Offer Letter Directly to DocuSign

Use Claude in Chrome to upload the offer letter into DocuSign and set up the envelope, so the user doesn't have to touch DocuSign manually.

Step-by-step browser flow:

1. Navigate to https://app.docusign.com — the user should already be logged in. If a login screen appears, pause and ask the user to log in, then continue.

2. Click "Start" → "Send an Envelope" (or the equivalent "New" / "Use a Template" button depending on the UI version).

3. Upload the offer letter: Click "Upload Documents" and upload the [Role]-Offer-Letter.docx file that was just created.

4. Add the signer: In the Recipients section, add the candidate as a signer. Ask the user for the candidate's name and email if not already provided. Set their role to "Signer".

5. Add the sender as a CC recipient if the user wants a copy (ask if unsure).

6. Set the subject line: Offer of Employment — [Role Title] at [Company Name]

7. Add a message:

   "Hi [Candidate First Name], we're thrilled to extend this offer and look forward to having you join the team. Please review and sign at your earliest convenience. Don't hesitate to reach out if you have any questions."

8. Place signature fields: On the document, place a Signature field and a Date Signed field on the candidate acceptance line at the bottom of the letter.

9. Save as draft — do NOT send. Return the envelope URL to the user so they can review before sending.

Tell the user:

"The DocuSign envelope has been set up with the offer letter and candidate details. Here's the draft link: [ENVELOPE URL]. Review the signature placement, then confirm here when you're ready to send."

Fallback: If DocuSign is unavailable or the browser flow fails at any step, fall back to the Gmail draft approach: draft an email via the Gmail MCP with the offer letter attached and a note to upload it to DocuSign manually. Show the draft to the user before sending.

Delivering the Packet

Once all three files are created, present them together:

Present a summary listing the three deliverables by role title: the job post docx (ready to post), the interview guide docx (share with interviewers), and the offer letter docx (routed to DocuSign draft or ready for manual upload).

Remind the user:

• The offer letter template needs legal review before use in any jurisdiction
• Compensation ranges should be confirmed with HR before publishing the job post
• This skill does not screen or rank applicants

Reference Files

Load these when reaching the relevant phase — don't load all upfront:

Tests

See tests/triggers.md for must-trigger, must-NOT-trigger, and ambiguous routing cases.

See tests/scenarios.md for end-to-end scenario walkthroughs covering the happy path, missing connector, and approval gate flows.