Plugins

Help recruiters, sourcers, and search consultants design the overall strategy for a search assignment before sourcing begins — target companies, channels, timeline, and positioning. Use when asked to "build a search strategy for [role]", "plan a search before we start sourcing", "define the search brief", or "decide which channels to prioritize for this search".

Help HR managers, recruiters, and talent acquisition teams understand Cybersecurity, Application Security, Cloud Security, Security Operations, Penetration Testing, and modern security engineering workflows. Use when asked to "explain cybersecurity", "screen security engineers", "understand SOC or AppSec", "compare security roles", "evaluate cybersecurity skills", "create security interview questions", "understand modern security systems", or any cybersecurity hiring and recruiting task.

Help HR operations teams design HR service delivery models, tiered support structures, SLAs, and case management workflows. Use when asked to design an HR service delivery model, set up HR tier 1/2/3 support, write an HR SLA, design an HR case management workflow, or similar HR service delivery tasks.

Help HR leaders design and operate HR shared services centers, including scope of services, governance, cost allocation, and multi-country service models. Use when asked to design an HR shared services model, consolidate HR functions, build a shared services governance model, allocate shared services costs, or similar HR shared services tasks.

Help workforce planners and L&D leaders turn skills data into decision-ready intelligence — skills inventories, emerging skill trend analysis, and skills-gap forecasting at scale. Use when asked to "analyze our skills data", "identify emerging skills we're missing", "build a skills intelligence dashboard", "forecast future skill demand", or "benchmark our skills against the market".

Help HR teams build skills taxonomies, conduct skills gap analyses, and design skills-based talent strategies. Use when asked to create a skills framework, build a skills taxonomy, identify skills gaps, design skills-based hiring, develop a skills inventory, or similar skills management tasks.

Help HR business partners, skills taxonomy for talent management specialists, L&D leaders, and workforce planning teams understand, design, and implement skills taxonomies and skills ontologies. Use when asked to "build a skills taxonomy", "map skills to roles", "design a skills ontology", "run a skills gap analysis against a skills taxonomy", "create a skills inventory", "build a skills-based hiring framework", "design skills clusters", "connect skills to career paths", "benchmark workforce skills against market data", or any skills classification, skills-based workforce planning, and organizational skills intelligence task.

Help HR managers, recruiters, talent acquisition teams, employer branding specialists, and founders recruit effectively through social media platforms including LinkedIn, Facebook, Zalo, GitHub, Reddit, Discord, Slack communities, TikTok, Instagram, and X (Twitter). Use when asked to "recruit on LinkedIn", "hire through Facebook groups", "avoid LinkedIn spam", "write recruiter outreach messages", "source passive candidates", "build employer branding on social media", "increase recruiter response rates", or any social recruiting, online sourcing, or community recruiting task.

Help HR and technical recruiting teams hire and evaluate software architect and staff/principal engineer candidates. Use when asked to write a software architect job description, assess architecture leadership skills, design a principal engineer interview loop, build an architecture role leveling framework.

Help HR leaders and business partners develop, align, and execute HR strategic plans. Use when asked to create an HR strategy, align HR with business goals, build an HR roadmap, develop workforce planning, write an HR annual plan, or similar strategic HR planning tasks.

Help CHROs and workforce planners connect long-range business strategy to workforce implications — future role needs, capability shifts, and multi-year workforce roadmaps. Use when asked to "build a strategic workforce plan", "translate our 5-year business strategy into workforce needs", "identify future critical roles", or "align workforce planning with business strategy".

Help HR business partners, talent management specialists, and people leaders understand, design, and run succession planning, leadership pipeline development, and critical role continuity programs. Use when asked to "build a succession plan or bench strength framework", "identify high-potential talent", "assess leadership readiness", "map critical roles", "design a talent review or succession review process", "run a 9-box calibration", "build a leadership pipeline", "create a development plan for a successor", or any succession planning, leadership continuity, and pipeline development task.

Help HR and technical recruiting teams hire and assess candidates for system design skills across engineering roles, including interview design and evaluation rubrics. Use when asked to create a system design interview, evaluate a candidates system design skills, write a system design interview rubric, prepare interviewers for system design rounds.

Help HR technology teams plan and manage integrations between HR systems (HRIS, ATS, payroll, LMS, benefits platforms) so data flows accurately across the HR tech stack. Use when asked to "integrate our HRIS with [system]", "plan a system integration for HR tools", "fix data sync issues between systems", "design an HR tech integration architecture", or "audit our HR system integrations".

Help talent acquisition leaders, TA managers, and recruiting teams build and run a strategic talent acquisition function. Use when asked to build a TA strategy, design a talent pipeline, improve time-to-hire, set up ATS workflows, measure recruiting effectiveness, build sourcing channels, or align hiring with business demand., or build or improve the TA function itself

Help TA teams design and operate a talent CRM to nurture candidate relationships, segment talent communities, and build pipeline ahead of need. Use when asked to "set up a talent CRM", "segment our talent pool", "build a nurture campaign in our CRM", "design talent community engagement", or "improve our silver medalist re-engagement process".

Help HR teams collect, analyze, and apply talent market data and workforce analytics to drive strategic people decisions. Use when asked to analyze talent market trends, benchmark compensation to the market, build workforce analytics, develop people analytics dashboards, conduct competitive talent intelligence, or similar talent data and analytics tasks.

Help HR managers, HRBPs, L&D leads, and people operations teams understand, design, and execute talent management systems. Use when asked to "build a succession planning component within talent management", "design a performance management framework", "identify high potential employees", "create a career path", "build a competency model", "improve internal mobility", "design a talent management review and calibration process", "measure employee engagement", "develop a retention strategy", "run a 9-box assessment", or any talent development and workforce planning task.

Help TA leaders and workforce planners build individual-level talent maps that track named candidates, internal successors, and external targets against current and future roles. Use when asked to "map talent against future roles", "build a bench for [role]", "track external talent for succession", "create a talent pipeline map", or "identify named candidates for a future opening".

Help HR leaders and workforce planners design and manage talent supply chains, including build-buy-borrow-bot strategies, talent pools, internal mobility pipelines, and external talent market analysis. Use when asked to "build our talent supply chain", "analyze talent supply for [role]", "design a build vs. buy strategy", "manage talent pools", or "forecast talent availability".

Help HR managers with HR technology strategy and implementation. Use when asked to "evaluate HR systems", "implement an HRIS", "create an HR technology roadmap", "select an ATS", "develop HR chatbots", "manage HR automation", "write an HR technology RFP", or any HR technology task.

Help HR and payroll teams design, audit, and communicate time and attendance policies, including clock-in rules, overtime, leave tracking, and time-tracking system configuration. Use when asked to set up a time tracking policy, calculate overtime, design a shift attendance policy, write a lateness policy, or similar time and attendance tasks.

Help HR managers, compensation analysts, benefits specialists, and total rewards leaders understand, design, and communicate total rewards programs. Use when asked to "design a compensation structure", "build a salary band", "run a pay equity analysis", "design a benefits package", "create a total rewards statement", "benchmark compensation against market", "design an incentive plan", "build a job leveling framework for total rewards and pay equity", "calculate compa-ratio", or any compensation, benefits, and total rewards task.

Help HR managers with learning and development programs. Use when asked to design a training program, create an e-learning course, develop a coaching plan, conduct a needs assessment, write a competency model, design a mentorship program, create a learning plan, or any training and development task., or create a specific training module or course

Help HR managers, recruiters, and talent acquisition teams understand UI/UX Design, Product Design, Design Systems, User Research, Interaction Design, and modern digital product design workflows. Use when asked to "explain UI/UX", "screen product designers", "understand UX research", "compare UI and UX", "evaluate design portfolios", "create UI/UX interview questions", "understand product design workflows", or any design hiring and recruiting task.

Help HR operations and procurement teams select, contract, and manage HR vendors — from ATS and HRIS providers to staffing agencies, benefits brokers, and background check vendors. Use when asked to "select an HR vendor", "evaluate vendors for [HR tool/service]", "manage our HR vendor relationships", "negotiate an HR vendor contract", or "consolidate our HR vendor stack".

Vietnam-specific HR guidance covering the Labor Code, Social Insurance Law, personal income tax registration, work permits for foreign workers, trade union obligations, and cultural norms for managing teams in Vietnam. Use when you need to navigate Vietnam employment law, onboard foreign staff, handle disciplinary procedures under Vietnamese law, or adapt global HR practices for the Vietnam market.

Help HR business partners, wellbeing program managers, and people leaders understand, design, and run employee wellbeing, mental health, and work-life balance initiatives. Use when asked to "design a wellbeing program", "run a burnout risk assessment", "build a mental health support plan", "design a flexible work policy", "respond to a wellbeing crisis", "measure employee wellbeing", "design a return-to-work plan after burnout leave", or any employee wellbeing, mental health, and work-life balance task.

Help HR leaders, L&D teams, and talent strategists assess, build, and sustain workforce capability at an organizational level. Use when asked to "build workforce capability", "close a capability gap", "assess our workforce skills", "design a capability building program", "create a capability heat map", "identify critical capabilities", or "develop a reskilling strategy".

Help HR and finance leaders model the financial dimensions of workforce decisions — labor cost structure, productivity economics, and the ROI of workforce investments. Use when asked to "model the cost of this workforce decision", "calculate fully loaded labor cost", "build a business case for headcount", "analyze workforce productivity economics", or "compare the cost of hiring vs. contracting".