Vitae

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---
name: candidate-outreach
description: "Write personalized initial recruiting invitations and follow-ups using verified role and candidate facts, with clear calls to action and respectful stop conditions."
license: MIT
metadata:
  version: "0.2.4"
---

# Candidate outreach

Use for first contact about an opportunity, follow-up, or re-engagement. Use `interview-invitation` once an interview has been agreed.

## Inputs

Gather the approved role brief, candidate evidence, sender identity, channel, relationship history, language/tone, and the desired next action. Check existing replies, opt-outs, and duplicate outreach if available. If history is unavailable, say so before proposing a send or sequence.

## Procedure

1. Identify one specific, job-relevant reason for contact that the evidence supports. Cite that fact in the working notes. Do not imply personal familiarity, knowledge of job-seeking intent, or admiration you cannot substantiate.
2. Explain the role's relevant opportunity using confirmed facts. Include compensation and work arrangement when supplied and useful; do not invent a salary, urgency, exclusivity, or client permission to name the company.
3. Draft a short subject and a concise body. A useful default is 70–130 words, adjusted to the channel and user's request. Lead with relevance, explain the opportunity, and ask for one easy next step.
4. Prefer an interest check for cold contact. Do not demand a CV, application, and booking in the same first message. An existing candidate relationship can justify a more direct request.
5. If follow-ups are requested, make each add information rather than repeat “bumping this.” Propose timing as a draft, check existing sequences, and stop on a reply, opt-out, role closure, or the user's stated limit. Never manufacture a prior conversation or use a false `Re:` subject.
6. Review the draft for factual accuracy, relevance, readability, and pressure. Remove flattery, generic AI phrasing, sensitive personal observations, and unsupported claims.

## Output

Return the subject, ready-to-review body, factual personalization note, unresolved details, and any requested follow-ups. Clearly label draft status. Provide variants only when useful or requested.

## Fictional example

Confirmed inputs: Alex's profile describes building observability for payment services. Northbank is hiring a backend engineer to improve payment reliability; the role is hybrid in London. The sender is Sam, an authorized recruiter.

Subject: Backend reliability role at Northbank

Hi Alex,

Your work on observability for payment services caught my attention. I'm helping Northbank hire a backend engineer to improve reliability across its payments platform, and that experience looks relevant to the work.

The role is hybrid in London, with a focus on incident prevention and service ownership. Would you be open to a short overview so you can decide whether it's worth a conversation?

Best,
Sam

If this isn't relevant, let me know and I won't follow up.

Evidence note: the profile supports observability experience; it does not establish that Alex is job seeking or personally led incident response. Salary is not supplied, so no range is asserted.

## With Vitae

Use live candidate and job read tools to retrieve authorized context. This skill does not itself provide email delivery. If no verified send/draft-save tool is available, return the copy for the recruiter to use in Vitae. Do not call campaign import or workflow execution as an implicit send substitute. Respect previous explicit send authorization, recipient/sender scope, and server approval controls; never claim delivery without a confirming result.

## Completion and handoff

The draft is complete when claims are supported, the next action is clear, and recipient history has been checked or flagged. Record actual reply and send states separately from the copy. A positive response can lead to `interview-invitation` after the recruiter confirms the next stage.

View saved version →

---
name: candidate-presentation
description: "Create a factual candidate shortlist or client presentation from authorized candidate records, role criteria, and screening or interview evidence."
license: MIT
metadata:
  version: "0.2.4"
---

# Candidate presentation

## Inputs

Use the role brief, scorecard, candidate records, screening/interview evidence, target client audience, and sharing authorization. Confirm whether the presentation is named or anonymized and which details may be disclosed. Candidate interest and permission to represent them must not be assumed from an ATS record.

## Procedure

1. Resolve the candidate and role identities. Check that facts from different records have not been combined.
2. Lead with role relevance: the most useful evidence for the agreed outcomes. Attribute achievements accurately and distinguish verified facts, candidate statements, and recruiter assessments.
3. Summarize each criterion with evidence and open questions. Preserve meaningful gaps; do not turn a lack of evidence into either a qualification or a failure.
4. Include compensation expectations, availability, location, and work arrangement only when relevant, supplied, current, and authorized for this audience. Do not infer them from personal circumstances.
5. Remove unnecessary contact details and sensitive information. For anonymized presentations, also check employer/project combinations and linked documents that could identify the person; explain residual limits rather than promising anonymity.
6. For a shortlist, use a consistent structure and comparable evidence. Explain the recruiter's rationale without inventing an overall ranking or treating a match score as a hiring decision.

## Output

Return a client-ready summary, evidence table, role-relevant achievements, approved logistics, unresolved questions, and a proposed next step. Include a separate internal sharing checklist and source notes so they are not accidentally sent to the client.

## Example

Supported statement: “Alex reports building observability dashboards for three payment services. The interview provided a concrete example of reducing diagnosis time.” Open point: “Ownership of incident prevention across a full service lifecycle still needs assessment.” Unsupported rewrite to avoid: “Alex is a proven reliability leader who will eliminate incidents.”

## With Vitae

Use live candidate, resume, job, and interview read tools where available. Do not create public share links, expose a CV, or select a presentation-sharing mode without the recruiter's authorization. If no verified sharing tool is available, return the content and direct the recruiter to Vitae's candidate presentation flow. Do not invent a public profile URL.

## Quality check and handoff

Check every claim, current logistics, sharing scope, named/anonymized mode, and consistency across candidates. Draft complete means ready for recruiter review, not sent to the client. Record client feedback and the next agreed action when provided.

View saved version →

---
name: candidate-screening
description: "Compare candidate evidence with an agreed role scorecard, identify missing information, and prepare a recruiter review without making automatic hiring decisions."
license: MIT
metadata:
  version: "0.2.4"
---

# Candidate screening

## Inputs

Use the selected job brief, the agreed scorecard, and candidate-provided or authorized records. Record the source and date for each profile. If the scorecard is missing, establish criteria before evaluating people.

## Procedure

1. Resolve identity and duplicate records. Do not join two people just because their names match.
2. Extract job-related evidence for each criterion. Preserve short source references so the recruiter can verify the claim. Distinguish “led,” “contributed,” and “observed” where the source supports that distinction.
3. Apply the agreed anchors only where evidence exists. Mark missing evidence as “not assessed.” A CV omission is not a negative finding.
4. Identify contradictions and write neutral clarification questions. Avoid speculative explanations for employment gaps or career changes.
5. Summarize strengths, unresolved requirements, and the next evidence needed. If a stored match score exists, label its source and keep it separate from the evidence assessment.
6. Return an assessment for human review. Do not automatically reject, advance, or rank candidates based on protected characteristics, health, family circumstances, ethnicity, religion, age, or inferred personality.

## Output

For each candidate: record identifier; criterion-by-criterion evidence table; supported rating or not assessed; source; strengths; uncertainties; and targeted follow-up questions. Include a concise recruiter-review summary, not a final employment decision.

## Example

Requirement: ownership of production reliability. CV evidence: “Built dashboards for three services.” Assessment: observability contribution evidenced; incident leadership not assessed. Follow-up: “Tell us about an incident you personally investigated, the action you took, and what changed afterward.” Do not rewrite the CV as “owned reliability across three services.”

## Quality check

Could another reviewer trace every conclusion to a source? Did missing information stay unknown? Were the same criteria used across candidates? Are any stored or model-generated scores being mistaken for facts?

## With Vitae

Use live `search_ats_candidates`, `get_candidate`, and `get_candidate_resume` after selecting the correct record. Read the job through `get_job`. A recruiter-approved stage change is a separate action with a verified application identifier and the server's approval boundary. Do not move stages as a side effect of writing this report.

## Completion and handoff

Give the recruiter the evidence and questions. Continue to `candidate-outreach` or `interview-kit` only according to the recruiter's decision and the candidate's current stage.

View saved version →

---
name: hiring-scorecard
description: "Build a job-related evaluation scorecard with evidence criteria and anchored ratings before screening or interviews."
license: MIT
metadata:
  version: "0.2.4"
---

# Hiring scorecard

## Inputs

Use an agreed job brief and the hiring manager's desired outcomes. If requirements conflict, identify the decision needed before assigning weights. Ask which capabilities are essential on entry and which can be learned.

## Procedure

1. Select distinct criteria tied to the work. Avoid counting the same capability through several proxies such as years, title, and employer prestige.
2. For each criterion, define the evidence source: work example, portfolio, structured interview, or agreed exercise. Record whether the evidence is available now or must be gathered later.
3. Write criterion-specific anchors on a simple four-point scale: 1 = evidence below the agreed requirement; 2 = partial evidence; 3 = meets the requirement; 4 = exceeds it in a relevant way. Use “not assessed” for missing evidence, never zero.
4. If weighting is useful, agree weights with the hiring owner and make them sum to 100. Do not invent numerical precision or reuse unapproved weights across roles.
5. Identify genuine prerequisites separately. A missing CV detail is not proof that a prerequisite is absent; it becomes a follow-up question.
6. Agree which interview or assessment will collect each remaining piece of evidence. Use the same core criteria for all candidates for this role.

## Output

Return a table: criterion, job outcome, evidence needed, rating anchors, optional agreed weight, assessor, and assessment stage. Include the scoring rules and unresolved calibration decisions.

## Example

Criterion: incident analysis. Meets requirement: explains a production incident, the diagnostic steps, the root cause, and a prevention change with observed results. Exceeds requirement: also demonstrates improvement across several services or teams. Not assessed: the CV only says “supported production.”

## Quality check

Every rating must be reproducible from evidence. Exclude protected characteristics and proxies unrelated to the work. Avoid personality labels, school prestige, unexplained “fit,” and career-gap penalties. Scores organize evidence; they do not make an automatic hiring or rejection decision.

## With Vitae

Read the selected job through live tools if available. Do not confuse candidate/job skill taxonomy tools with this evaluation framework. Unless a verified tool supports storing this exact scorecard, return the document for the recruiter to attach or enter. Never claim it was saved without a successful response.

## Completion and handoff

The hiring owner calibrates the scorecard before `candidate-screening` or `interview-kit` uses it. Record its version so later reviews do not silently apply changed criteria to earlier candidates.

View saved version →

---
name: interview-invitation
description: "Draft a clear interview invitation or rescheduling message with confirmed stage, time zone, duration, format, participants, and preparation."
license: MIT
metadata:
  version: "0.2.4"
---

# Interview invitation

## Inputs

Confirm candidate and role, interview stage, host, duration, format, time zone, available slots or an approved scheduling link, location/video link, preparation, and contact for changes. An interview invitation differs from cold opportunity outreach.

## Procedure

1. Determine whether the message proposes times or confirms a booking. Do not say “confirmed” unless the booking exists and all required parties have agreed.
2. Use explicit dates with a year when ambiguity is possible. Include the time zone and UTC offset for that date when known. Check daylight-saving conversion with an authoritative calendar/time tool; do not rely on recalled offsets.
3. Explain who the candidate will meet, the purpose, and what to expect. Keep preparation proportionate and supplied by the hiring team. Never invent an assessment or unpaid work requirement.
4. Offer one clear action: choose a slot, use a supplied scheduling link, or confirm attendance. Include a contact for rescheduling and a discreet way to request access arrangements without asking for medical details.
5. For rescheduling, acknowledge the change, show the new proposed details, and avoid implying the old calendar event has been canceled unless it has.

## Output

Return subject, body, a logistics checklist, and unresolved booking details. Distinguish proposed, booked, and sent states.

## Fictional example

Confirmed inputs: Jordan has agreed to a first interview for Northbank's backend role; 45-minute video conversation with Priya; the recruiter supplied a booking link and no fixed date.

Subject: First interview for the backend engineer role

Hi Jordan,

We'd like to arrange a 45-minute video conversation with Priya about the backend engineer role at Northbank. You'll discuss your recent work, the team's reliability challenges, and your questions about the role.

Please choose a time using the scheduling link below. The scheduler will display the time in your selected time zone. No presentation is needed.

If none of the times work, or you'd like an adjustment to the interview format, reply and we'll help.

Use the actual supplied scheduling link in the final message. This example does not create or imply a booking.

## With Vitae

Read the candidate and job with available tools. Inspect the live catalog for booking and email tools. Use them only for the specific action authorized by the user, with confirmed logistics and Vitae's approval requirements. If the action is unavailable, return the invitation and a precise handoff for the recruiter to send or book in Vitae. Never invent a meeting URL or claim an event exists.

## Completion and handoff

The invitation is ready once all required logistics are confirmed or explicitly proposed. Pass the job, interview stage, and agreed assessment scope to `interview-kit`.

View saved version →

---
name: interview-kit
description: "Prepare a structured interview plan with job-related questions, follow-up probes, evidence notes, and calibrated assessment guidance."
license: MIT
metadata:
  version: "0.2.4"
---

# Interview kit

## Inputs

Use the approved brief and scorecard, interview stage and duration, interviewer roles, and evidence already gathered. Candidate-specific follow-ups should resolve job-related uncertainties, not introduce new selection criteria.

## Procedure

1. Choose which criteria this stage will assess. Avoid attempting to measure every capability in one short interview or asking each interviewer to repeat the same material.
2. Allocate time to introductions, evidence questions, candidate questions, and next steps. Ensure the plan fits the actual duration.
3. Write a common core question for each selected criterion. Ask for a specific situation, the candidate's own actions, reasoning, tradeoffs, and outcome.
4. Add neutral probes that separate personal contribution from team achievement. Do not coach toward the expected answer or assume the CV proves a claim.
5. Attach the agreed scorecard anchors and a notes template. Capture observations before ratings. Do not use a first impression to fill missing evidence.
6. Ask interviewers to record independent assessments before the group debrief, then discuss evidence and disagreements. Keep the final decision with the authorized hiring team.

## Output

Provide a timed agenda, interviewer ownership, core questions, optional candidate-specific probes, evidence fields, rating anchors, candidate questions, and next-step wording. Include an “insufficient evidence” outcome.

## Example

Criterion: incident analysis. Question: “Tell me about a production incident you helped resolve. How did you decide what to investigate first?” Probes: “What did you personally do?”, “What alternatives did you rule out?”, “How did you know the fix worked?”, “What changed to prevent recurrence?” Notes should distinguish actions, rationale, and observed result. Do not equate confidence of delivery with technical ability.

## Quality check

Tie every scored question to the job. Avoid questions about age, family plans, health, religion, nationality, or other protected traits. Route role-specific eligibility questions through the employer's approved process. Offer equivalent ways to demonstrate the same capability when an adjustment is requested; do not score the adjustment itself.

## With Vitae

Use verified read tools for role and candidate context. If a live question-set creation tool supports the intended format, show the proposed set and use the server's approval process. Do not invent its schema or claim that writing a kit schedules an interview. Capturing actual interview responses is a separate authorized action.

## Completion and handoff

The kit is ready when it fits the time, uses calibrated criteria, and makes evidence collection clear. After the interview, synthesize supplied notes without inventing missing answers; use `candidate-presentation` for a recruiter-reviewed summary.

View saved version →

---
name: job-intake
description: "Turn a recruiting vacancy or hiring-manager conversation into an agreed job brief, with requirements, constraints, and open questions."
license: MIT
metadata:
  version: "0.2.4"
---

# Job intake

## Inputs

Start with the vacancy, hiring-manager notes, and any approved job description. Identify the client, role, hiring owner, location/work arrangement, employment type, compensation range and currency, hiring timeline, and interview process. Ask only for missing facts that affect the brief; preserve unknowns instead of inventing answers.

## Procedure

1. Ask what the hire needs to accomplish in the first three and six months. Turn vague labels such as “rockstar” into observable work outcomes.
2. Separate must-have capabilities from preferences. For every must-have, record why it is needed and what evidence would demonstrate it. Challenge unnecessary credential or exact-title requirements with the hiring owner.
3. Record logistics separately from capability: location, working hours, travel, compensation, start date, and any role-specific authorization requirement supplied by the employer. Do not infer eligibility from nationality or names.
4. Capture the opportunity accurately: scope, team, reporting line, support, and progression. Mark any selling point that still needs confirmation.
5. Resolve contradictory sources with the hiring owner. Keep source and date alongside disputed claims.
6. Return the brief and a short decision list. An unconfirmed intake is a draft, not an approved vacancy.

## Output

Produce: role summary; expected outcomes; must-haves with evidence; preferences; working conditions; approved compensation; process and owners; candidate proposition; unresolved questions with decision owners. State which questions block sourcing and which can wait.

## Quality check

Can another recruiter explain success in the role without the original conversation? Are preferences clearly separated from requirements? Are salary, location, and process facts sourced? Avoid age, gender, family status, ethnicity, or “culture fit” proxies as selection criteria.

## Example

Input: “Senior backend engineer, must know our exact framework, own reliability.”

Draft outcome: “Within six months, reduce recurring production incidents and own the on-call improvement plan.” Evidence: a concrete example of diagnosing incidents and preventing recurrence. Open question for the manager: is the exact framework essential on day one, or can experience with comparable systems suffice?

## With Vitae

If connected, use live `list_jobs`/`get_job` and `list_clients`/`get_client` tools to identify the records. Never guess IDs. Prepare the brief before requesting a `create_job_draft` or update. Missing required API fields remain questions. Respect server approval responses and read back successful changes. Otherwise return a document the recruiter can enter in Vitae.

## Completion and handoff

Hand the approved requirements to `hiring-scorecard`; retain open questions and the hiring owner's approval state. Do not publish a vacancy or start a paid search merely because the brief is complete.

View saved version →

---
name: recruitment-workflow
description: "Coordinate a recruitment assignment from intake to candidate presentation, select the appropriate recruiter skill, and track evidence, owners, approvals, and next actions."
license: MIT
metadata:
  version: "0.2.4"
---

# Recruitment workflow

## Establish the assignment

Identify the role, client, workspace if connected, hiring owner, existing progress, and desired outcome. Reuse the actual current stage rather than restarting intake. Read only the records required for the assignment. Do not turn a request for one email into a full recruiting project.

## Route the next step

| Situation | Skill | Required handoff |
| --- | --- | --- |
| Requirements are unclear | `job-intake` | Brief and hiring-owner decisions |
| Evaluation criteria are missing | `hiring-scorecard` | Agreed criteria, evidence, and anchors |
| Need relevant candidates | `sourcing-strategy` | Search plan, approved channels/spend, provenance |
| Have profiles to assess | `candidate-screening` | Evidence report and recruiter decision |
| Need to approach a candidate | `candidate-outreach` | Verified facts, draft, recipient history |
| Interview is the agreed next step | `interview-invitation` | Confirmed/proposed logistics and booking state |
| Interviewers need a plan | `interview-kit` | Timed questions and assessment guidance |
| Client needs a candidate summary | `candidate-presentation` | Evidence and approved sharing scope |

Load only the relevant installed skill. Skills may be installed individually; never assume a sibling directory is present. If a needed skill is missing, explain its purpose and use `bunx skills add vitaedotai/agent --skill <name>` only when installation is within the user's request. Otherwise give a concise manual handoff. Do not claim that delegation or installation happened when it did not.

## Maintain state

Keep a compact record with: assignment ID or descriptive label, current stage, artifact/version, evidence source, responsible person, unresolved questions, approval state, and next action with due date if supplied. Use actual Vitae records/tasks when verified tools support the requested persistence. Otherwise return a handoff table for the recruiter to save; do not claim chat memory is durable project state.

Possible states are draft, ready for review, awaiting user decision, authorized, queued, completed, and failed. They are not interchangeable. Before resuming a send, record creation, import, or workflow after a timeout, inspect the current state to avoid duplication.

## Execution boundaries

An agreed job brief does not authorize paid searches, candidate outreach, rejection, or public sharing. Honor explicit authorization already supplied for the same action and scope, and preserve Vitae's server approval gates. Do not repeatedly ask approval for ordinary reads or writing a requested draft.

Do not auto-reject or make employment decisions. Use job-related evidence and human review. Keep candidate information out of public artifacts. If a connector lacks a needed action, produce the artifact and identify the exact manual step; do not substitute another tool with broader effects.

## Beyond the initial catalog

The first release covers intake through candidate presentation. Offers, reference checks, rejection communication, placement handover, and post-placement follow-up remain explicit recruiter-owned steps. Record their owner and due action; do not invent missing specialist skills or claim those stages are automated.

## Example handoff

Assignment: Northbank backend engineer. Stage: screening. Completed: brief v2 and calibrated scorecard. Missing: incident-leadership evidence for Alex. Next action: recruiter reviews the screening report and chooses whether to invite Alex. Outreach: not sent. Booking: not created. No candidate stage change has been executed.

## Completion

Report completed artifacts and confirmed actions, open decisions, failed or unavailable capabilities, and the next owner. Stop at the requested outcome; a full assignment remains open while agreed stages still require action.

View saved version →

---
name: sourcing-strategy
description: "Translate an agreed hiring brief into candidate search hypotheses, search queries, channels, and a measurable sourcing plan."
license: MIT
metadata:
  version: "0.2.4"
---

# Sourcing strategy

## Inputs

Use the job brief, scorecard, target geography and work arrangement, recruiter capacity, approved channels, and any spending limit. Distinguish existing ATS candidates from new external discovery. An unspecified budget does not authorize paid enrichment or searches.

## Procedure

1. Define the capability signals that predict the agreed work outcomes. List equivalent titles, adjacent industries, and transferable experience.
2. Search the existing talent pool first when relevant. Separate a prior applicant's current interest from historic status; do not assume availability.
3. Build a small set of search hypotheses. For each, record role synonyms, capability terms, geography, channel, and expected tradeoff between recall and precision.
4. Draft a broad query and a focused variant using the target channel's supported syntax. Do not invent operators or treat a Boolean query as portable across all services.
5. Review an initial sample against the scorecard, documenting false positives and missed profiles. Adjust one major filter at a time. Do not narrow by protected characteristics or convenient proxies.
6. Plan outreach capacity, deduplication, contact provenance, and stop conditions. Honor opt-outs and existing contact restrictions. Define success as relevant, contactable prospects, not raw profile counts.

## Output

Return search hypotheses, channel-specific query drafts, a sampling checklist, daily capacity, approved spend, deduplication keys, review checkpoints, and assumptions to test. Mark unexecuted queries as plans.

## Example

For a backend reliability role, test “backend engineer,” “platform engineer,” and “site reliability engineer” against incident-analysis evidence. A Boolean-capable channel might start with `(backend OR platform OR SRE) AND (observability OR incident OR reliability)`. Verify the channel supports that syntax and use its dedicated geography filter rather than assuming keyword matches prove location.

## With Vitae

Use `search_ats_candidates` for existing records if it appears in the live connector. External sourcing tools may be unavailable even when a description mentions them. If absent, return the search plan for Vitae's Sourcing surface. Never substitute broad ATS search for an external search and claim new prospects were found. Ask before exceeding an authorized search or enrichment budget.

## Completion and handoff

Hand evidence-backed profiles and provenance to `candidate-screening`, along with duplicate checks and unknowns. Do not scrape restricted sources, invent emails, or send messages as part of planning.

View saved version →

---
name: vitae
description: "Operate Vitae through its hosted MCP connector: find ATS candidates and jobs, inspect pipelines, prepare drafts, and handle pending approvals. Use for work in a Vitae workspace, not generic recruiting copywriting."
license: MIT
metadata:
  version: "0.2.4"
---

# Vitae

Connect to `https://mcp.vitae.ai/mcp` using Streamable HTTP and the client's OAuth flow. Setup guidance is at https://mcp.vitae.ai. Never ask for passwords, cookies, tokens, or verification codes in chat. On an authentication failure, use the client's sign-in flow. Do not search local files for credentials or change accounts to bypass a permission failure.

## List Vitae assistant skills

When a user asks which Vitae plugin skills or recruiting workflows are available, describe the bundled assistant skills below. This is a package question: do not call `search_skills` or another candidate/job competency lookup to answer it. `search_skills` searches professional competencies such as TypeScript, Python, sales, or interviewing for candidate profiles; those values are not installed assistant skills.

The complete Vitae plugin bundles:

- `vitae`: connect, get oriented, find records, prepare changes, and handle approvals.
- `job-intake`: agree the role brief and outstanding questions.
- `hiring-scorecard`: define job-related evidence criteria and anchored ratings.
- `sourcing-strategy`: plan queries, channels, and a measurable search.
- `candidate-screening`: compare recorded evidence with the role criteria for recruiter review.
- `candidate-outreach`: draft factual, personalized outreach and follow-ups.
- `interview-invitation`: draft invitations and rescheduling messages from confirmed details.
- `interview-kit`: prepare structured questions and assessment guidance.
- `candidate-presentation`: prepare factual shortlists and client presentations.
- `recruitment-workflow`: coordinate the assignment and choose the next specialist skill.

Individual skill installs may contain a subset. Report the skills actually available in the current client, and distinguish the full bundle from that subset. Repository engineering skills such as `typescript-expert` are for building software and are not part of the Vitae recruiting plugin.

## Establish context

1. Inspect the connected server's tool list. The [public tool snapshot](references/tools.md) is a dated reference, not a guarantee of the caller's permissions or the deployed tool set. Use the live input schema for every call.
2. Confirm the intended Vitae workspace from the user's request and authenticated context. If the connector cannot expose the workspace identity, ask the user to verify it in Vitae before reading sensitive records or writing. `agent_status` reports the agent provider, not the workspace identity.
3. Use the live catalog's status and job-list read tools as a connection check (`agent_status` and `list_jobs` when listed). Public tool discovery alone does not prove authenticated access. Do not create a record or run a workflow to test setup.

## Find the right records

- Existing ATS candidate: call `search_ats_candidates` with the supplied name or query, resolve ambiguity, then pass the returned ID to `get_candidate` or `get_candidate_resume`. Never construct IDs from names.
- Job: call `list_jobs` with optional `search` or `clientId`, then `get_job` using the selected `jobId`.
- Client: call `list_clients`, resolve the client, then `get_client`.
- Pipeline: use `pipeline_summary`, `get_pipeline_board`, `list_applicants`, or `list_candidates_in_pipeline` according to their live schemas. A candidate ID and an application ID are different identifiers.
- `get_best_matches` reports persisted match scores, not a hiring decision or proof of a qualification. Present evidence and uncertainties separately.
- External sourcing is distinct from ATS lookup. The 2026-09-24 public catalog does not expose `start_sourcing_search` or `search_sourcing_pool`, even though some tool descriptions mention them. Do not call absent tools. Prepare the sourcing brief and hand it to Vitae's Sourcing surface, or use a later live tool only if it is actually listed and the user authorizes any paid search.

## Draft and change records

Read relevant records first. Show the proposed fields and target record when a mutation needs a user decision. Reuse explicit authorization already given for the same action and scope; do not add a blanket extra confirmation for harmless reads or drafting.

`create_job_draft` requires job details including description, company information, category, employment type, workplace type, location, and country. Ask for missing required facts rather than invent them to satisfy the schema. Creating a draft does not publish a vacancy.

Vitae routes business-record mutations through its approval system. Treat a returned pending approval as pending. Report its identifier and proposed change. Call `resolve_approval` only after the user explicitly approves or declines that specific action and only if permitted by the connected account. An earlier request to prepare a draft is not authorization to approve a later action with changed scope. Never infer completion from an approval request.

After a successful mutation, read back the resulting record when a read tool exists. On timeouts, inspect state before retrying non-idempotent creation or workflow calls. Do not create duplicate records or rerun a workflow just because a response was lost.

## Outreach and interviews

Inspect the live catalog for email-send, calendar-booking, and candidate-presentation publishing capabilities. Draft the deliverable first. Use a verified tool only for the specific action the user authorized, within its live schema and Vitae's approval requirements. If that tool is unavailable, hand the draft and precise next step back to the recruiter in Vitae. A successful tool-list scan does not prove that an action executed.

`import_campaign_contacts`, when available, adds contacts to an existing campaign; it does not send an invitation and may expose contacts to the campaign's configured automation. Use it only for an explicitly requested import into a verified campaign.

Never use `run_workflow` or `ask_vitae` as a workaround for an unavailable send or booking capability. A workflow execution can cause external effects: inspect its intended behavior and obtain the required authorization. A successful queue response proves it was queued, not that emails were delivered.

For recruiting methods, use the bundled `recruitment-workflow` coordinator or the relevant specialist: `job-intake`, `hiring-scorecard`, `sourcing-strategy`, `candidate-screening`, `candidate-outreach`, `interview-invitation`, `interview-kit`, or `candidate-presentation`. Drafting can work from supplied context without connecting Vitae. Load only the skill needed for the current task; individual Skills CLI installations may contain only the selected skill. Keep candidate information in the authorized task and workspace; do not place it in public examples, repositories, or telemetry.

## Report the outcome

Return the selected records, completed reads or writes, any pending approval, unresolved facts, and the next action. Use precise states: drafted, awaiting approval, queued, completed, or failed. Include only the personal information needed for the user's recruiting task.

Referenced files: 2 — file references are metadata, not package contents.