Use case · Recruiting

Compose a specialist agent for every phase of recruiting.

One agent sources candidates, another screens against your rubric, another coordinates interviews, another re-engages past candidates on signal — every agent rubric-loaded, every screening decision auditable, your recruiters handle the relationship work.

Best fit for · Recruiting teams running structured screening across multiple roles, channels, and a long-tail of past candidates
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packwolf.app · Candidate pipeline
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Senior Engineer · Active82 CANDIDATES · 6 STAGES · RUBRIC-LOADEDSOURCEDACTIVEALLHTMANAGERHead of TalentSRSourcerSOURCING 28SCScreenerSCREENING 14COCoordinatorSCHEDULING 8RERe-engagementWATCHING 142TO HM4 to reviewSOURCED28 · BY SOURCERSCREENED14 · BY SCREENERPHONE SCREEN8 · BY COORDINATORON LOOP5 · BY COORDINATOROFFER2 · BY HIRING MANAGERHIRED1 · BY FEEDBACKA. PatelSENIOR · EX-STRIPESROWNSACTIVEL. OkaforGITHUB · 4K★SROWNSACTIVEM. TanakaRECENTLY LAID OFFSROWNSWARMS. ReyesSPEAKS AT CONFSSROWNSACTIVEJ. BeckettRUBRIC · 8/10SCOWNSWARMK. MensahRUBRIC · 9/10SCOWNSHOTT. LindqvistRUBRIC · 7/10SCOWNSACTIVER. KhouryCALIBRATION ASCOWNSWARMK. MensahPHONE · TUE 2PMCOOWNSHOTP. OlssonPHONE · WED 11AMCOOWNSACTIVED. FerreiraAWAITING REPLYCOOWNSCOLDP. OlssonLOOP · THUCOOWNSWARMN. DialloLOOP · FRICOOWNSHOTN. DialloOFFER DRAFTEDHMOWNSHOTY. HashimotoNEGOTIATINGHMOWNSWARMC. VasquezSTARTS MONFAOWNSBOOKEDSTAGE OWNERSRSOURCERSCSCREENERCOCOORDINATORCOCOORDINATORHMHIRING MANAGERFAFEEDBACKSTATEACTIVEWARMHOTCOLDHIRED
An example recruiting pack's pipeline. Yours can look different — you define which agents own sourcing, screening, coordination, and re-engagement.
What the pack does

Five concrete tasks.

  1. 01

    Specialist agents for every phase of recruiting.

    Compose the pack you need: a Sourcer for continuous candidate research, a Screener for rubric-based first pass, a Coordinator for interview logistics, a Re-engagement specialist for past candidates. Add or drop specialists as your roles + channels evolve.

  2. 02

    Rubric loads into every agent.

    A rubric custodian (or your rubric memory) holds the role definition: must-haves, nice-to-haves, exclusion criteria, calibration candidates from past hires. Every other agent — Sourcer, Screener, Coordinator, Re-engagement — loads it before acting. Bad-fit candidates drop out before any outreach goes out.

  3. 03

    Source against the actual rubric.

    Sourcer pulls candidates matching the role's rubric, not the job description's wishlist. GitHub for engineering, LinkedIn + niche boards for everything else, including off-platform research for senior roles. Heartbeat cadence per role.

  4. 04

    Screen with structured rigor.

    Screener applies the same first-pass rubric every time. Output is per-criterion — no hallucinated 'great culture fit' takes. Hiring manager sees a structured comparison, not vibes. Audit log captures every screening decision.

  5. 05

    Re-engage past candidates on signal.

    Re-engagement watches past-candidate memory plus public signals — layoffs, promotions, quiet LinkedIn updates. When last year's silver-medalist becomes likely-actionable, the pack reaches out. Persistent memory is the part that's hardest to do manually.

How a team uses this

Setup once, then watch it run.

Concrete operator setup, the phases the pack moves through, and where you stay in the loop.

Write the role brief — outcomes, must-haves, nice-to-haves, salary band.
Connect LinkedIn (or your sourcing tool) and your ATS for candidate write-back.
Connect Calendar so the pack can book first-round phone screens directly.
Set the hiring manager as the screen-stage approver, hard requirement before outreach.
Phase 1

Build ICP

Sourcer turns the role brief into a candidate ICP, hard skills, signals, anti-signals, plus the search-string variants that find them.

Phase 2

Source

Researcher runs the search across LinkedIn and your sourcing tool, dedups against your ATS, and assembles a ranked candidate list.

Phase 3

Outreach

Outreach writer crafts personal first-touch messages anchored in something real about each candidate. The hiring manager approves the batch.

Phase 4

Schedule

Replies route to the Scheduler, which proposes Calendar slots that respect both sides' working hours and writes the screen onto your ATS.

PHASE 01Build ICPPHASE 02SourcePHASE 03OutreachPHASE 04ScheduleApprovedBookLogHiring managerWRITES BRIEFSourcerICP AUTHORCandidate ICPPROCEDURAL MEMORYLinkedInSEARCHResearcherSOURCES + RANKSATSDEDUPERanked list20 CANDIDATESOutreach writerPERSONAL MSGSBatch approvalHIRING MGROutboundEMAIL + LINKEDINOn replyINBOUNDSchedulerBOOKS SCREENSCalendarFIRST-ROUND
An example pack + workflow

Your pack, your workflow.

Workflows are markdown that reference the roles in your pack. Below is one example shape - yours can have different agents, different steps, different cadence.

  1. Step 01Role open

    Intake

    ReceivesOpen role + JD from hiring manager
    HTHead of TalentRCRubric

    Head of Talent + Rubric Custodian set up the role rubric (must-haves, nice-to-haves, exclusions, calibration candidates) and the sourcing cadence.

    Hands offStructured rubric + cadence schedule
  2. Step 02Continuous

    Continuous sourcing

    ReceivesRubric + cadence
    SRSourcerTSTalent Signals

    Sourcer runs against the rubric (heartbeat per role: daily for senior, weekly for backfills). Talent Signals feeds market context - layoffs at competitors, promotion timing, hiring trends.

    Hands offCandidate batch with sources + signals
  3. Step 03Per candidate

    Structured screening

    ReceivesCandidate batch
    SCScreenerASATS Sync

    Screener applies the rubric, scores per-criterion. Output is structured comparison - drops, advances, or flags for review. ATS Sync logs every decision.

    Hands offAdvanced candidates for HM queue
  4. Step 04Per loop

    Coordinate + interview

    ReceivesHM-selected candidates
    COCoordinator

    Coordinator schedules interviews (interviewer fit, calibration, calendar). Captures structured feedback post-interview - not 'we liked them'.

    Hands offInterview package + structured notes
  5. Step 05Ongoing

    Decision + re-engagement

    ReceivesHire/no-hire decision + outcomes
    FAFeedbackRERe-engagement

    Feedback Analyst attributes signals to outcomes; quarterly proposes rubric refinements. Re-engagement watches past candidates for new signals.

    Hands offRubric refinements + re-engagement triggers
Example workflow · 5 steps · per-role handoff chain
Workflow · markdownExample role-intake-to-offer cycle
# Example role intake → offer cycle
# Workflows are markdown — yours can swap agents,
# tighten the rubric, change the cadence, or define
# a different interview-loop shape.

Match: tasks labelled "open-role"
Required tools: web_search, http_request (ATS via MCP), email_send
Required skills: candidate-screening, structured-interview-design

## Rubric context — always-on
Every agent loads from your rubric memory: must-haves, nice-to-
haves, exclusion criteria, calibration candidates from past hires,
do-not-source list. No agent acts without rubric context.

## Step 1 — Intake
Head of Talent confirms the rubric for the role and the cadence
(daily for senior, weekly for backfills, on-demand for backfill
batches).

## Step 2 — Continuous sourcing
Sourcer runs against the rubric. Talent Signals feeds in market
context (layoffs at competitors, promotion timing, hiring trends).

## Step 3 — Structured screening
Screener applies the rubric to each candidate. Per-criterion
score + structured notes. Drops, advances, or flags for human
review.

## Step 4 — Hiring manager review + coordination
Advanced candidates surface to the HM queue with structured
comparison. Coordinator schedules interviews — interviewer fit,
calendar, calibration. Post-interview feedback structures into
memory, not "we liked them".

## Step 5 — Decision + feedback loop + re-engagement
Hire/no-hire attributes back to original signals; Feedback
Analyst proposes rubric refinements quarterly. Re-engagement
watches past candidates for new signals — the silver-medalist
who becomes available a year later doesn't get forgotten.

Approvals: Head of Talent signs off on rubric changes; HM signs
off on interview slate.
Built on
CapabilityMemoryCapabilityWorkflowsCapabilityEvalsCapabilityApprovals
The ROI

A senior sourcer's pipeline volume — composable, rubric-loaded, with structured screening hiring managers trust and a re-engagement loop persistent memory makes possible.

Common questions

Things teams actually ask.

No. Recruiting teams shape differently — agency teams need a per-client pack, in-house teams need different specialists for engineering vs. GTM hires, some teams want a dedicated DEI-rubric agent or a referral-tracking agent. PACKWOLF lets you compose the specialists you actually need. The example here is one shape, not the shape.

Related use cases
Use caseSales prospectingSame pack shape, different ICPUse caseResearch & analysisWhere deep candidate research livesUse caseCompliance monitoringAudit trail for hiring decisions

Run this pack on your team's work.

Closed-beta cohorts are small. Tell us about your work and we'll configure the pack for what you actually do.

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