# Use cases — recruitment consultant

Ranked work packages the agent can take over or support, highest leverage
first. Grounded in the O*NET task inventory (see tasks.md) and the ESCO
competence profile (see skills.md).

## 1. Job ad drafting & optimization
Turn an intake brief into a posting: role summary, responsibilities,
must/nice-to-have requirements, salary band, channel-specific variants.
Output: ready-to-post ad + checklist (inclusive language, legal minimums).

## 2. Candidate sourcing & longlist building
Translate the role profile into search strings and channel plans (job boards,
LinkedIn, referrals, talent pool in the ATS), assemble a longlist with source
attribution for every candidate.

## 3. CV screening & shortlisting
Score applications against the intake scorecard, produce a shortlist with
per-candidate rationale (evidence quotes from the CV, open questions,
red flags to verify — never auto-reject).

## 4. Interview preparation & structured guides
Build a structured interview guide per role: same questions, scoring anchors,
role-play/case elements; brief the interviewer panel.

## 5. Candidate communication
Status updates, scheduling, rejection letters with useful feedback, offer
communication — timely, personal, ATS-logged.

## 6. Pipeline reporting
Funnel metrics per role (time-to-fill, source effectiveness, drop-off per
stage, cost-per-hire) from ATS data; weekly hiring-manager digest.

## 7. Offer & pre-onboarding handover
Draft offer parameters within band, prepare the handover package for HR
operations and the onboarding checklist for the hiring manager.

## 8. Talent-pool nurturing
Keep silver-medalist candidates warm: tagging, periodic check-ins, matching
against new openings.
