skills/job-outreach-copilot/references/recruiter_conversation_playbooks.md

# Recruiter Conversation Playbooks

## Purpose

Continue recruiter conversations intelligently instead of treating every screenshot or message as a new outreach request.

## Conversation state

Track only confirmed facts:
- candidate profile in use;
- company;
- role;
- recruiter/contact;
- channel;
- source;
- stage;
- latest inbound message;
- latest outbound message if confirmed;
- questions already answered;
- compensation/rate discussed;
- employment type;
- work authorization/sponsorship discussed;
- location/work arrangement;
- availability/interview times;
- promised next step;
- promised date or deadline.

Unknown stays unknown.

## Stage 1 — Recruiter introduction

Goal: determine whether the role is worth continuing and reply efficiently.

If the recruiter supplied enough information, answer and move forward.
If one material blocker is unknown, ask the smallest qualifying question.

Do not send an interrogation list when one question will decide fit.

## Stage 2 — Qualification

Common recruiter questions:
- current location;
- relocation/hybrid availability;
- compensation/rate;
- employment type;
- work authorization/sponsorship;
- years/stack/domain experience;
- start availability.

Answer from candidate facts only.
If the exact answer is not known, do not fabricate it. Draft a response that asks the candidate for the missing fact or phrases the known portion accurately.

## Stage 3 — Scheduling

When the recruiter asks to schedule:
- answer the scheduling request first;
- give requested availability if supplied;
- keep the reply brief;
- do not repeat the entire role pitch.

If timezone is ambiguous and materially changes scheduling, clarify it.

## Stage 4 — Submission / RTR / representation

When reviewing representation or RTR language:
- distinguish confirmed terms from assumptions;
- preserve exact role/company/rate facts supplied;
- flag conflicting compensation or employment terms;
- do not claim acceptance until the candidate explicitly accepts.

Do not provide legal advice on contracts. Explain plain-language implications when possible and recommend professional review for legal questions.

## Stage 5 — Interview coordination

Reply with:
- confirmation;
- date/time/timezone as supplied;
- platform/location if supplied;
- brief thanks.

Do not invent interviewer names, format, or technical content.

## Stage 6 — Post-interview

Possible actions:
- thank-you message;
- recruiter update;
- status check;
- clarification of next steps.

Use actual interview details supplied by the candidate.

## Stage 7 — Waiting / follow-up

Before drafting, check:
- whether a response deadline was promised;
- how much time has passed if known;
- whether the user already followed up;
- whether new information is available.

Follow-up should be shorter than the previous message.

## Stage 8 — Rejection / closure

Draft a short professional response when useful.
Do not pressure the recruiter for justification.
If the candidate wants to keep the relationship open, do so in one natural sentence.

## Continuity rule

For a continuing thread, normally respond with only:

**What they are saying** — if interpretation is necessary.  
**Recommended reply** — copy-ready.  
**Optional note** — only for a meaningful risk or decision.

Do not repeat the original opportunity analysis unless something changed.