Skills for people work
This is the people-work playbook. Legal and operations have their own pages in this lesson. A weekly status report, a triage rule, a resume screen, a redline: same shape, different desk.
Resume screening
A resume-screen skill holds the role's must-have requirements, the
nice-to-haves, and the rule that the model summarizes evidence rather
than ruling people out on its own. Every recruiter who runs it screens
the same batch the same way, against the same bar. The skill makes
the rubric the standard instead of a memory test.
Onboarding
An onboarding-plan skill encodes your company's first-30-days
structure: the checklist, the standard intro meetings, the policies a
new hire must acknowledge. A manager asks Claude to draft an onboarding
plan for a new role, and gets one shaped like every other one, instead
of a blank-page improvisation.
Job descriptions
A job-description skill carries your format, your tone, your required
sections, and your inclusive-language standards. New postings come out
consistent with the last hundred, without each hiring manager
reinventing the template.
The HR caution
HR work touches people's livelihoods and sits under real employment law. A skill makes the process consistent; it does not make the process automatically legal or fair. An HR skill should be explicit that Claude assists and summarizes, and that a person makes the decisions. A skill that quietly screens people out on its own is a skill built wrong. Consistency is the goal. Removing the human from a people decision is not, and the governance lesson comes back to this.
Skills for people work
This is the people-work playbook. Legal and operations have their own pages in this lesson. A weekly status report, a triage rule, a resume screen, a redline: same shape, different desk.
Resume screening
A resume-screen skill holds the role's must-have requirements, the
nice-to-haves, and the rule that the model summarizes evidence rather
than ruling people out on its own. Every recruiter who runs it screens
the same batch the same way, against the same bar. The skill makes
the rubric the standard instead of a memory test.
Onboarding
An onboarding-plan skill encodes your company's first-30-days
structure: the checklist, the standard intro meetings, the policies a
new hire must acknowledge. A manager asks Claude to draft an onboarding
plan for a new role, and gets one shaped like every other one, instead
of a blank-page improvisation.
Job descriptions
A job-description skill carries your format, your tone, your required
sections, and your inclusive-language standards. New postings come out
consistent with the last hundred, without each hiring manager
reinventing the template.
The HR caution
HR work touches people's livelihoods and sits under real employment law. A skill makes the process consistent; it does not make the process automatically legal or fair. An HR skill should be explicit that Claude assists and summarizes, and that a person makes the decisions. A skill that quietly screens people out on its own is a skill built wrong. Consistency is the goal. Removing the human from a people decision is not, and the governance lesson comes back to this.
Skills for people work
This is the people-work playbook. Legal and operations have their own pages in this lesson. A weekly status report, a triage rule, a resume screen, a redline: same shape, different desk.
Resume screening
A resume-screen skill holds the role's must-have requirements, the
nice-to-haves, and the rule that the model summarizes evidence rather
than ruling people out on its own. Every recruiter who runs it screens
the same batch the same way, against the same bar. The skill makes
the rubric the standard instead of a memory test.
Onboarding
An onboarding-plan skill encodes your company's first-30-days
structure: the checklist, the standard intro meetings, the policies a
new hire must acknowledge. A manager asks Claude to draft an onboarding
plan for a new role, and gets one shaped like every other one, instead
of a blank-page improvisation.
Job descriptions
A job-description skill carries your format, your tone, your required
sections, and your inclusive-language standards. New postings come out
consistent with the last hundred, without each hiring manager
reinventing the template.
The HR caution
HR work touches people's livelihoods and sits under real employment law. A skill makes the process consistent; it does not make the process automatically legal or fair. An HR skill should be explicit that Claude assists and summarizes, and that a person makes the decisions. A skill that quietly screens people out on its own is a skill built wrong. Consistency is the goal. Removing the human from a people decision is not, and the governance lesson comes back to this.
Skills for people work
This is the people-work playbook. Legal and operations have their own pages in this lesson. A weekly status report, a triage rule, a resume screen, a redline: same shape, different desk.
Resume screening
A resume-screen skill holds the role's must-have requirements, the
nice-to-haves, and the rule that the model summarizes evidence rather
than ruling people out on its own. Every recruiter who runs it screens
the same batch the same way, against the same bar. The skill makes
the rubric the standard instead of a memory test.
Onboarding
An onboarding-plan skill encodes your company's first-30-days
structure: the checklist, the standard intro meetings, the policies a
new hire must acknowledge. A manager asks Claude to draft an onboarding
plan for a new role, and gets one shaped like every other one, instead
of a blank-page improvisation.
Job descriptions
A job-description skill carries your format, your tone, your required
sections, and your inclusive-language standards. New postings come out
consistent with the last hundred, without each hiring manager
reinventing the template.
The HR caution
HR work touches people's livelihoods and sits under real employment law. A skill makes the process consistent; it does not make the process automatically legal or fair. An HR skill should be explicit that Claude assists and summarizes, and that a person makes the decisions. A skill that quietly screens people out on its own is a skill built wrong. Consistency is the goal. Removing the human from a people decision is not, and the governance lesson comes back to this.
Skills for people work
This is the people-work playbook. Legal and operations have their own pages in this lesson. A weekly status report, a triage rule, a resume screen, a redline: same shape, different desk.
Resume screening
A resume-screen skill holds the role's must-have requirements, the
nice-to-haves, and the rule that the model summarizes evidence rather
than ruling people out on its own. Every recruiter who runs it screens
the same batch the same way, against the same bar. The skill makes
the rubric the standard instead of a memory test.
Onboarding
An onboarding-plan skill encodes your company's first-30-days
structure: the checklist, the standard intro meetings, the policies a
new hire must acknowledge. A manager asks Claude to draft an onboarding
plan for a new role, and gets one shaped like every other one, instead
of a blank-page improvisation.
Job descriptions
A job-description skill carries your format, your tone, your required
sections, and your inclusive-language standards. New postings come out
consistent with the last hundred, without each hiring manager
reinventing the template.
The HR caution
HR work touches people's livelihoods and sits under real employment law. A skill makes the process consistent; it does not make the process automatically legal or fair. An HR skill should be explicit that Claude assists and summarizes, and that a person makes the decisions. A skill that quietly screens people out on its own is a skill built wrong. Consistency is the goal. Removing the human from a people decision is not, and the governance lesson comes back to this.
Skills for people work
This is the people-work playbook. Legal and operations have their own pages in this lesson. A weekly status report, a triage rule, a resume screen, a redline: same shape, different desk.
Resume screening
A resume-screen skill holds the role's must-have requirements, the
nice-to-haves, and the rule that the model summarizes evidence rather
than ruling people out on its own. Every recruiter who runs it screens
the same batch the same way, against the same bar. The skill makes
the rubric the standard instead of a memory test.
Onboarding
An onboarding-plan skill encodes your company's first-30-days
structure: the checklist, the standard intro meetings, the policies a
new hire must acknowledge. A manager asks Claude to draft an onboarding
plan for a new role, and gets one shaped like every other one, instead
of a blank-page improvisation.
Job descriptions
A job-description skill carries your format, your tone, your required
sections, and your inclusive-language standards. New postings come out
consistent with the last hundred, without each hiring manager
reinventing the template.
The HR caution
HR work touches people's livelihoods and sits under real employment law. A skill makes the process consistent; it does not make the process automatically legal or fair. An HR skill should be explicit that Claude assists and summarizes, and that a person makes the decisions. A skill that quietly screens people out on its own is a skill built wrong. Consistency is the goal. Removing the human from a people decision is not, and the governance lesson comes back to this.
Skills for people work
This is the people-work playbook. Legal and operations have their own pages in this lesson. A weekly status report, a triage rule, a resume screen, a redline: same shape, different desk.
Resume screening
A resume-screen skill holds the role's must-have requirements, the
nice-to-haves, and the rule that the model summarizes evidence rather
than ruling people out on its own. Every recruiter who runs it screens
the same batch the same way, against the same bar. The skill makes
the rubric the standard instead of a memory test.
Onboarding
An onboarding-plan skill encodes your company's first-30-days
structure: the checklist, the standard intro meetings, the policies a
new hire must acknowledge. A manager asks Claude to draft an onboarding
plan for a new role, and gets one shaped like every other one, instead
of a blank-page improvisation.
Job descriptions
A job-description skill carries your format, your tone, your required
sections, and your inclusive-language standards. New postings come out
consistent with the last hundred, without each hiring manager
reinventing the template.
The HR caution
HR work touches people's livelihoods and sits under real employment law. A skill makes the process consistent; it does not make the process automatically legal or fair. An HR skill should be explicit that Claude assists and summarizes, and that a person makes the decisions. A skill that quietly screens people out on its own is a skill built wrong. Consistency is the goal. Removing the human from a people decision is not, and the governance lesson comes back to this.
Skills for delivery work
This is the delivery playbook. A ticket an AI can finish, a status roll-up from checks, a routing rule: same shape, different desk.
Specs that can finish
A build-ticket skill holds the goal, the scope fence, the owner,
and the acceptance checks written before anyone builds. Hand the
same vague request to a model twice and you get two different
products. The skill makes the ticket the standard: every check
testable, every ticket owned, every fence explicit.
Status from the checks
A weekly-status skill turns acceptance records into the same
status note every week: same sections, same length, same tone.
RAG comes from the checks, not from how the room felt. Reports
stop depending on who wrote them this week.
Routing the build
A work-triage skill holds the rule for what an AI builder can
take, what needs a human pair, and what goes back for a clearer
ticket. Claude applies the same routing logic every time, so
triage is consistent rather than mood-dependent.
The delivery caution
A skill can make the ticket consistent. A human still makes the go / no-go call. Fluency is not a pass. The governance lesson, next, makes that concrete.
Skills for people work
This is the people-work playbook. A weekly status report, a triage rule, a resume screen, a redline: same shape, different desk.
Resume screening
A resume-screen skill holds the role's must-have requirements, the
nice-to-haves, and the rule that the model summarizes evidence rather
than ruling people out on its own. Every recruiter who runs it screens
the same batch the same way, against the same bar. The skill makes
the rubric the standard instead of a memory test.
Onboarding
An onboarding-plan skill encodes your company's first-30-days
structure: the checklist, the standard intro meetings, the policies a
new hire must acknowledge. A manager asks Claude to draft an onboarding
plan for a new role, and gets one shaped like every other one, instead
of a blank-page improvisation.
Job descriptions
A job-description skill carries your format, your tone, your required
sections, and your inclusive-language standards. New postings come out
consistent with the last hundred, without each hiring manager
reinventing the template.
The HR caution
HR work touches people's livelihoods and sits under real employment law. A skill makes the process consistent; it does not make the process automatically legal or fair. An HR skill should be explicit that Claude assists and summarizes, and that a person makes the decisions. A skill that quietly screens people out on its own is a skill built wrong. Consistency is the goal. Removing the human from a people decision is not, and the governance lesson comes back to this.
Skills for people work
This is the people-work playbook. Legal and operations have their own pages in this lesson. A weekly status report, a triage rule, a resume screen, a redline: same shape, different desk.
Resume screening
A resume-screen skill holds the role's must-have requirements, the
nice-to-haves, and the rule that the model summarizes evidence rather
than ruling people out on its own. Every recruiter who runs it screens
the same batch the same way, against the same bar. The skill makes
the rubric the standard instead of a memory test.
Onboarding
An onboarding-plan skill encodes your company's first-30-days
structure: the checklist, the standard intro meetings, the policies a
new hire must acknowledge. A manager asks Claude to draft an onboarding
plan for a new role, and gets one shaped like every other one, instead
of a blank-page improvisation.
Job descriptions
A job-description skill carries your format, your tone, your required
sections, and your inclusive-language standards. New postings come out
consistent with the last hundred, without each hiring manager
reinventing the template.
The HR caution
HR work touches people's livelihoods and sits under real employment law. A skill makes the process consistent; it does not make the process automatically legal or fair. An HR skill should be explicit that Claude assists and summarizes, and that a person makes the decisions. A skill that quietly screens people out on its own is a skill built wrong. Consistency is the goal. Removing the human from a people decision is not, and the governance lesson comes back to this.
Skills for people work
This is the people-work playbook. Legal and operations have their own pages in this lesson. A weekly status report, a triage rule, a resume screen, a redline: same shape, different desk.
Resume screening
A resume-screen skill holds the role's must-have requirements, the
nice-to-haves, and the rule that the model summarizes evidence rather
than ruling people out on its own. Every recruiter who runs it screens
the same batch the same way, against the same bar. The skill makes
the rubric the standard instead of a memory test.
Onboarding
An onboarding-plan skill encodes your company's first-30-days
structure: the checklist, the standard intro meetings, the policies a
new hire must acknowledge. A manager asks Claude to draft an onboarding
plan for a new role, and gets one shaped like every other one, instead
of a blank-page improvisation.
Job descriptions
A job-description skill carries your format, your tone, your required
sections, and your inclusive-language standards. New postings come out
consistent with the last hundred, without each hiring manager
reinventing the template.
The HR caution
HR work touches people's livelihoods and sits under real employment law. A skill makes the process consistent; it does not make the process automatically legal or fair. An HR skill should be explicit that Claude assists and summarizes, and that a person makes the decisions. A skill that quietly screens people out on its own is a skill built wrong. Consistency is the goal. Removing the human from a people decision is not, and the governance lesson comes back to this.