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Recruiting contact investigator

Skill Mergemat/recruiting-contact-investigator/skills/recruiting-contact-investigator

Investigate a vacancy, company, or person to find verified direct routes to people who can influence a hire.From its SKILL.md

Install
npx -y skills add Mergemat/recruiting-contact-investigator --skill recruiting-contact-investigator

Assembled from the repository path, not quoted from the project. Check it against their README if it does not work.

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  • no licenseNo license file was found in the repository. Code published without one is not open source by default, so using it at work is a question for whoever answers licensing questions where you are.
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SKILL.md

1.7 KB, 307 tokens by cl100k_base, as published. Nobody here has run it

Recruiting Contact Investigator

Find the requested number of strong contacts; default to two. Ask only when no company, person, vacancy, or usable source can be inferred.

Investigate

Read and exhaust every applicable branch in contact-search-playbook.md. Run a relentless investigation:

  • Extract all clues from the user's evidence.
  • Search every plausible source, query, language variant, tool, organizational rung, person, and identity pivot available. Let evidence choose the path; invent new pivots and alternate public routes as leads emerge or fail.
  • Pursue anyone with credible hiring influence or referral access. Preserve sources and conflicts.

A contact counts only when independent evidence supports both:

  1. Current role: the person currently holds a relevant position at the company.
  2. Direct route: the account or address belongs to that person.

Keep guessed handles, stale roles, snippets, directories, and generic company channels as unresolved leads. Use public information and authorized access.

Completion requires the target plus every obvious stronger lead checked. If the target remains unmet, exhaust every plausible branch and record each dead end.

Return

Rank verified contacts by hiring influence, relevance, freshness, route confidence, and response likelihood. For each, give the role, direct route, evidence for both checks, and why they rank there. Then list unresolved leads, sources tried, dead ends, generic fallbacks, and the recommended outreach order. Explain any shortfall instead of filling it with guesses.

What ships with it: 2 files

5.2 KB alongside SKILL.md

agents/

references/

Gives 0 of the 12 instructions most hr recruiting skills give in 307 tokens

Counted across 356 of the 357 authors here whose files we hold, read 2026-08-07

  • Quantify achievements with specific metricsin 14 of 356, across 6 files
  • Keep the resume under two pagesin 14 of 356, across 6 files
  • Request the full job description if not providedin 12 of 356, across 4 files
  • Extract keywords and prioritize job requirementsin 12 of 356, across 4 files
  • Stop and ask for clarification if required inputs are missingin 12 of 356, across 5 files
  • Map candidate experience to job requirementsin 11 of 356, across 3 files
  • Ask if the user wants adjustmentsin 11 of 356, across 3 files
  • Provide strengths and gap analysis after the resumein 10 of 356, across 2 files
  • Request candidate background details if not providedin 10 of 356, across 2 files
  • Format experience bullets as action verb plus resultin 10 of 356, across 2 files
  • Ask for missing inputs before startingin 10 of 356, across 9 files
  • Use exact job description terminologyin 9 of 356, across 1 file

Said here and by no other author read

  • extract clues from provided evidence
  • search every plausible source
  • invent new pivots as leads emerge
  • pursue people with hiring influence
  • verify current role and direct route
  • preserve sources and conflicts

Grouped from the skills themselves: near-identical wordings counted once, and counted by distinct author, so one author publishing three of these counts once. Length counted with cl100k_base; the agent that loads this file may tokenize it differently.

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