Job Post Builder

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.

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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?"

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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.

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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.

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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:

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.

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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.

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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.

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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.

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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

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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.

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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

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Reference Files

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

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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.

Worked Example: Senior Product Manager

Input

User message:

"We need to hire a Senior Product Manager for our payments team. They'll own

the roadmap for our checkout experience. We want 5+ years of PM experience,

ideally with a fintech or payments background. Remote-friendly, NYC preferred.

Comp is $160–185k base. Three interview rounds: recruiter screen, hiring manager

deep-dive, and a panel with two senior PMs. Send the offer via DocuSign when

we get there."

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Phase 1 — What Claude extracts

Claude confirms and asks exactly one question:

"Got it — hiring packet for a Senior PM on the payments team, $160–185k,

remote-friendly NYC. One question before I start: do you have an existing job

description or offer letter template I should use as the starting point, or

should I build from scratch?"

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Expected output

Senior-PM-Job-Post.docx

Structure follows references/job-post-structure.md:

1. Opening hook — Why this role exists now: the payments team is scaling the checkout experience and needs someone to own the roadmap end-to-end. 2. About the company — 3–4 sentences (Claude asks or infers from context). 3. About the role — What success looks like 12 months in: a faster, more reliable checkout with measurably higher conversion. 4. What you'll do — 5–6 bullets, action-verb led (e.g. "Own the checkout roadmap from discovery through launch…"). 5. What we're looking for — Required: 5+ yrs PM exp, comfort with data, strong written communication. Preferred: fintech or payments domain experience. 6. Compensation — $160,000–$185,000 base salary. 7. How to apply — One sentence.

Length target: 500–650 words.

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Senior-PM-Interview-Guide.docx

Structure follows references/interview-guide-structure.md:

• Role summary — one paragraph reminding interviewers what they're assessing.
• Stage map — 3 stages, each interviewer, each competency.
• Stage 1: Recruiter screen — Communication, baseline fit, logistics.

Questions focus on career narrative and logistics (comp, start date, remote setup).

• Stage 2: HM deep-dive — Roadmap ownership, payments context, prioritization

under constraints. 5–6 behavioral questions; 2–3 follow-up probes each.

• Stage 3: Senior PM panel — Split between the two panelists. Panelist A owns

product judgment (how they make tradeoffs); Panelist B owns cross-functional collaboration (how they work with engineering and design). Questions are pre-assigned so the candidate isn't asked the same thing twice.

• Scoring rubric — 1/3/5 anchors written specifically for a payments PM role

(not generic). Example for "Ownership": 5 = proactively identified checkout failure mode no one asked them to track, drove fix, documented for team.

• Debrief guide — Interviewers share scores before discussion; focus debrief

on divergent scores.

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Senior-PM-Offer-Letter.docx

Based on references/offer-letter-template.md. Pre-filled where data is available:

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Phase 6 — Expected browser flow

1. Claude navigates to https://app.docusign.com and confirms login state. 2. Clicks "Start → Send an Envelope". 3. Uploads Senior-PM-Offer-Letter.docx. 4. Asks: "What's the candidate's full name and email address?" 5. Adds candidate as Signer; adds user as CC if requested. 6. Sets subject: Offer of Employment — Senior Product Manager at [Company Name]. 7. Places Signature and Date Signed fields on the acceptance line. 8. Saves as draft — does NOT send. 9. Returns draft URL and tells the user to review before confirming Send.

Pass criteria: User opens the draft URL, sees correct signature placement, and can send with one click. Envelope status is "Draft" until the user acts.

Gotchas

1. DocuSign login state

✗ Bad: Claude navigates to https://app.docusign.com and immediately tries to upload the offer letter without checking whether the user is logged in.

✓ Good: Immediately after navigating to DocuSign, check for a login screen. If a login prompt appears, pause and ask the user to log in, then wait for confirmation before continuing.

Why it matters: DocuSign redirects unauthenticated sessions silently. If the login check is skipped, the automation tries to click UI elements that don't exist and fails mid-flow with no clear error.

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2. Missing candidate details before entering the browser

✗ Bad: Claude reaches Phase 6, opens DocuSign in Chrome, and then asks mid-flow: "What's the candidate's email address?"

✓ Good: If the user chose DocuSign delivery in Phase 1, collect the candidate's full name and email address before Phase 6 begins — either in Phase 1 or at the end of Phase 5. Never enter the browser flow without both fields.

Why it matters: Interrupting an open browser session to collect missing data disrupts the automation state and confuses the user.

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3. Re-asking for context the user already provided

✗ Bad: The user says "we need to hire a senior PM, fully remote, $160–180k" and Phase 1 asks for role title, location, and compensation anyway.

✓ Good: Extract role title, location, and compensation from the message, confirm them in a single sentence, and ask only for the fields that are genuinely missing.

Why it matters: The skill explicitly requires "one focused clarifying question rather than a long form." Redundant questions break trust and slow the workflow.

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4. Silently expanding the user's existing format

✗ Bad: The user has a 3-section job post on file. Claude produces a 7-section post based on references/job-post-structure.md without asking.

✓ Good: Map the user's existing format against the reference, identify missing sections, and ask one question: "Your existing JD has X and Y — want me to add Z, or keep your current format?"

Why it matters: The user's format is the source of truth. Overriding it silently may conflict with internal HR or legal standards the user hasn't mentioned.

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5. Inventing compensation figures

✗ Bad: No salary range was provided, so Claude writes "$120,000–$150,000 DOE" in the job post or offer letter.

✓ Good: If compensation isn't provided, omit the range from the job post entirely. In the offer letter, use [ANNUAL SALARY — confirm with HR] as a bracketed placeholder.

Why it matters: Inventing compensation figures creates legal and HR liability. The skill's instructions are explicit: "Don't invent a range."

Interview Guide Structure

This reference covers how to build the interview guide and scoring rubric. A good guide reduces bias, improves consistency, and makes debrief conversations sharper because everyone evaluated the same things the same way.

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Recommended Document Structure

Section 1: Role Summary

One paragraph. Remind interviewers what we're hiring for and why. Include the stage of the process this guide covers (phone screen, full loop, etc.)

Section 2: Interview Stage Map

A simple table showing who interviews the candidate at each stage and what competency each stage is assessing. This avoids interviewers asking the same questions and lets them compare notes on different dimensions.

Section 3: Competency Question Bank

For each competency, include 4–6 behavioral questions and 2–3 follow-up probes.

Format:

[Competency Name]

What we're evaluating: [1-sentence description of what good looks like]

Questions: 1. Tell me about a time you [specific situation relevant to this competency]... 2. Describe a moment when you had to [challenge]... 3. Walk me through how you [process or decision relevant to the role]...

Follow-up probes (use any of these to go deeper):

• What was the outcome?
• What would you do differently?
• Who else was involved and what was your specific role?
• What was the hardest part?

Typical competency areas to cover (adapt to the role):

• Communication & stakeholder management
• Problem-solving & analytical thinking
• Ownership & accountability
• Collaboration & influence
• Domain/technical skills
• Adaptability & learning

Section 4: Scoring Rubric

For each competency, define what a 1, 3, and 5 look like. This gives interviewers a shared frame of reference and prevents grade inflation.

Write out the 1/3/5 behavioral anchors for each competency so interviewers aren't just using their gut.

Example — Ownership & Accountability:

• 5: Proactively identified a problem no one asked them to solve; drove it

to resolution and documented learnings for the team.

• 3: Followed through on assigned work reliably; flagged risks early but

didn't typically expand scope independently.

• 1: Waited for direction; examples were vague about their personal

contribution vs. the team's contribution.

Section 5: Debrief Guide

A short set of instructions for running the post-interview debrief:

• Each interviewer shares their scores before discussion begins (no anchoring)
• Focus debrief time on competencies where scores diverged
• Identify any disqualifying signals separately from overall score
• Decision framework: "Would we be excited to have this person on the team?"

not just "Did they clear the bar?"

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Question Writing Tips

• Behavioral questions ("Tell me about a time...") surface real evidence, not hypotheticals
• Situational questions ("What would you do if...") are fine for roles where

the candidate has no prior experience in that specific domain

• Avoid leading questions ("We value collaboration — how collaborative are you?")
• One question at a time — don't bundle two questions into one

Job Post Structure Guide

Use this structure for every job post. The goal is a posting that attracts strong, self-aware candidates — not one that checks an HR box.

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Recommended Structure

1. Opening Hook (2–3 sentences)

Lead with the why — why this role exists, what problem it solves, or what moment the company is in. This is what makes a candidate stop scrolling.

Bad: "We are looking for an experienced marketing manager."

Good: "We're doubling our go-to-market team this year and need someone to own

how we show up in enterprise accounts — from first touch through renewal."

2. About the Company (3–4 sentences)

Brief, honest, specific. What does the company do, who do they serve, and why does it matter? Avoid buzzwords. If the company has a notable milestone (funding, growth rate, customer names), one sentence here earns trust.

3. About the Role (1 paragraph)

Describe what success in this role looks like 12 months in. What will this person have built, shipped, or changed? This grounds the responsibilities that follow.

4. What You'll Do (bulleted list, 4–7 items)

Use action verbs. Start each bullet with what the person will own, not what they'll help with. Avoid exhaustive laundry lists — prioritize the 4–7 things that matter most.

5. What We're Looking For (2 sections)

Required:

• Keep this tight. Each line is a filter. Ask: "Would we reject a strong candidate

who didn't have this?" If no, move it to preferred.

• Use "experience with" not "expertise in" where possible — it's less intimidating

and still accurate.

Preferred (nice to have):

• Things that would make a candidate exceptional but aren't dealbreakers.

6. Compensation + Benefits (if provided)

List the salary range, equity if applicable, and 3–5 standout benefits. If comp isn't provided by the user, omit this section entirely — don't invent a range.

7. How to Apply

One clear sentence. Link or email. No hoops.

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Writing Principles

Inclusive language checklist:

• Avoid "rockstar", "ninja", "guru", "hustle culture" signals
• Avoid unnecessary degree requirements if experience is a valid substitute
• Avoid gendered language
• Aim for a Flesch-Kincaid grade level of 10–12

Length: 400–700 words is the sweet spot. Under 300 feels thin; over 900 loses candidates.

Tone: Match the company's voice. A startup sounds different from a regulated enterprise. Ask the user if unsure, or infer from any existing materials you've found.

Offer Letter Template

Use this as the base template for the offer letter .docx file. Replace all [BRACKETED FIELDS] with actual values or leave them as placeholders for the user to fill in. Mark any placeholder clearly so it's obvious what still needs to be completed before sending.

⚠️ Legal reminder: This template requires review by qualified legal counsel

before use. Employment law varies by jurisdiction.

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Template

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[COMPANY LETTERHEAD / LOGO]

[DATE]

[CANDIDATE FULL NAME] [CANDIDATE ADDRESS LINE 1] [CANDIDATE ADDRESS LINE 2] [CITY, STATE, ZIP]

Dear [CANDIDATE FIRST NAME],

We are thrilled to offer you the position of [JOB TITLE] at [COMPANY NAME]. We were genuinely impressed by [a brief, specific, warm note about the candidate — e.g., "your approach to the product design challenge and your thoughtful questions about the team's roadmap"], and we believe you will be an outstanding addition to our team.

Position Details

Compensation

Your starting base salary will be [ANNUAL SALARY OR HOURLY RATE], paid [bi-weekly / semi-monthly / monthly] in accordance with [COMPANY NAME]'s standard payroll schedule.

[IF APPLICABLE — EQUITY] You will be eligible to receive a grant of [NUMBER] [shares/options] of [COMPANY NAME] [common stock / stock options] at the fair market value on the date of grant, subject to approval by the Board of Directors and the terms of the company's equity incentive plan. Your grant will vest over [VESTING SCHEDULE, e.g., "four years with a one-year cliff"].

[IF APPLICABLE — BONUS] You will be eligible to participate in [COMPANY NAME]'s annual bonus program, with a target bonus of [BONUS AMOUNT OR %] of your base salary, subject to company and individual performance.

Benefits

You will be eligible to participate in [COMPANY NAME]'s benefits program, which includes [list 3–5 key benefits, e.g., medical/dental/vision insurance, 401(k) with employer match, paid parental leave, etc.]. Full details will be provided during your onboarding.

Conditions of Employment

This offer is contingent upon:

• [Successful completion of a background check — delete if not applicable]
• [Satisfactory reference checks — delete if not applicable]
• [Verification of your legal right to work in [COUNTRY/JURISDICTION]]
• Your execution of [COMPANY NAME]'s standard Confidentiality and Intellectual

Property Agreement (enclosed / provided separately)

Employment At-Will [Include or delete depending on jurisdiction and employment type] Your employment with [COMPANY NAME] is at-will, meaning either you or the company may terminate the employment relationship at any time, with or without cause or advance notice.

Acceptance

To accept this offer, please sign and return this letter by [OFFER EXPIRATION DATE]. We've enclosed a copy for your records.

[DOCUSIGN ENVELOPE LINK — paste here before sending]

We are excited about the prospect of you joining [COMPANY NAME] and look forward to welcoming you to the team. Please don't hesitate to reach out to [HR CONTACT NAME] at [HR CONTACT EMAIL] if you have any questions.

Sincerely,

[HIRING MANAGER NAME] [HIRING MANAGER TITLE] [COMPANY NAME] [DATE]

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Acceptance:

I, [CANDIDATE FULL NAME], accept the offer of employment described in this letter under the terms and conditions stated above.

Signature: _______________________________ Date: _______________

[CANDIDATE FULL NAME] (printed)

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⚠️ This template requires legal review before use in any employment context. Compensation ranges, equity terms, and at-will provisions vary by jurisdiction and should be reviewed by qualified legal counsel.

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Field Reference