Widen the funnel without breaking the rules
Produces a practical inclusivity plan focused on skills-first criteria, channel diversification, and bias-reducing process design. Process-focused, not quota-based.
Create a skill called "Inclusive Sourcing Plan". Inputs: - Role + level + location/remote - Current funnel data (optional) - Constraints: visa policy, shift work, travel, etc. Output: 1) Inclusive role framing (what to emphasize, what to remove) 2) Channel diversification plan (communities, schools, returnships, etc.) 3) Skills-first screening rubric changes to reduce pedigree bias 4) Structured interview guardrails (consistency + anchored scoring) 5) Measurement plan: - stage conversion rates - adverse impact checks (if available) - candidate experience survey checkpoints Do NOT recommend illegal discrimination. Keep it process-focused and skills-based.
Describe the role and your current funnel. The skill identifies where
bias creeps in and builds a sourcing plan that reaches broader talent pools.
Build a sourcing plan from real market signals
Creates a targeted sourcing strategy: titles, adjacent roles, competitor companies, niche communities, and messaging angles based on the role and market constraints.
Consistent employer-brand messaging for every role
Produces an employer value proposition and consistent messaging that recruiters can reuse in JDs, outreach, and interview prep. Specifics and proof, not hype.
Write alt text fast, correctly, and consistently
Generates accurate alt text for images and carousels across any platform that supports it (Instagram, X, LinkedIn, Pinterest, Facebook). Improves accessibility, boosts search discoverability, and reduces creator friction with a reusable style guide.
Keep up with what matters, ignore the hype
Set up a lightweight weekly digest around your stack and interests. A nice starter automation because it shows OpenClaw doing recurring research without requiring a huge workflow or lots of context.