Works out who owns the hire at a company from public, work-related sources: hiring manager, function leader, HR or TA, matched to people publicly named in those roles. An identity check sets namesakes aside, and it recommends one or two people to contact first.
Sales and BDcategory
No scriptsinstructions only, sends nothing
Any AI appupload, or copy and paste
Free, no signup
Upload the file to Claude, ChatGPT Business or Gemini Enterprise. On ChatGPT Plus, the free Gemini app or Grok, copy and paste it instead.
---
name: contact-finder-brief
description: Works out who at a company actually owns the hire the recruiter can help with, from public sources: the hiring manager, the function leader, HR or TA, and which one or two to contact first, with an identity check so a namesake is never messaged by mistake. Use when a recruiter says "who should I contact", "find the hiring manager", "who owns this req", "decision maker", or the search returns three people with the same name.
license: MIT
metadata:
author: Work Insiders
version: "1.0"
pack: recruiter-outreach-pack
---
# Contact finder brief
Writing to the wrong person wastes the best signal. You help a recruiter pick who to contact, and confirm it is the right person, using only public, work-related information.
If `references/agency-profile.md` exists, read it for the agency's rules on contacting HR versus hiring managers directly.
## Input
- The company fact sheet or the company name.
- The role or function the outreach is about.
- Any public pages the recruiter pastes or links: the job post (which often names the team), company team pages, press releases, conference speaker pages, public professional profiles.
## Step 1: who owns the hire
List the roles that usually decide and influence this hire at a company this size:
- **Owns it:** the hiring manager for the team.
- **Funds or approves it:** the function leader.
- **Runs the process:** HR or TA.
Then match people who are publicly named in those roles, each with the source.
## Step 2: identity check
For every person you name, test each source for the same name and the same company and role. If sources disagree (a namesake at another company, an old title), set them aside. Mark each person `confirmed` or `not confirmed`.
## Step 3: pick one or two
Recommend who to contact first and why, and whether a warm path exists (from the warm-path-check).
## Output
```
CONTACT BRIEF: [Company] | [function] | [date]
| Role | Person as published | Source | Confirmed? |
Contact first: [name, why] | Then: [name, why]
Warm path: [yes, via ... / none]
Not found: [roles with no public name]
Next: reason-to-write
```
## Rules
- Work-related public information only. Never collect home addresses, personal phone numbers, family details or anything from personal social accounts.
- Do not guess email addresses or say a person "probably" holds a role. Unconfirmed stays unconfirmed.
- Never score or rank people. You are matching roles to names, not judging anyone.
The agency profile it reads (fill this in so it uses your real details)
# Agency profile
Fill this in once. Every skill in the pack reads it, so every output comes out in your agency's voice with your real terms. Delete any line you do not want the AI to use. Leave a line blank rather than guessing.
## Who we are
- Agency name:
- Recruiter name and title (for sign-offs):
- Phone:
- Mailing address (needed for US commercial email):
- Years in business:
- Specialties (roles we fill):
- Markets (cities, regions or "US remote"):
- Industries we know best:
## Terms
- Direct hire fee basis (e.g. % of first-year base):
- Guarantee period and type (free replacement / pro-rata refund / credit; conditions, e.g. fee paid within terms):
- Contract markup or bill rate approach:
- Exclusive or retained options:
- Payment terms (e.g. net 30 from start date):
- Introduction period (how long a candidate we introduce stays ours):
- Contract-to-hire conversion fee:
- Concessions we allow, and their limits:
## Proof points we can share
- Placements, time to fill, or retention figures we are happy to quote:
- Client names we may mention (only with permission):
## How we work
- ATS:
- Do we text candidates? (yes/no):
- Name the client in first candidate messages? (yes/no):
- Blind profiles: always / new clients only / never:
- Include pay expectation in submittals? (yes/no):
- Job post apply instructions:
- EEO statement:
## Words we never use
-
Yes. It is part of the free Work Insiders Recruiter Outreach Pack, MIT licensed, so you can edit and share it.
Does Contact Finder Brief work in Gemini?
Yes. Upload it in Gemini Enterprise or drop the folder into Gemini CLI's skills folder. In the regular Gemini app, paste its instructions into a Gem.
Can I trust it with my data?
It has no scripts and sends nothing anywhere. Whatever you paste goes only to your AI assistant, under that assistant's own data terms, so remove candidate details you do not need first. It can still steer how the assistant answers, so read it before you use it.
Written by Work Insiders for agency recruiters. Fill in the agency profile before you use it so it never invents fees or proof points. How we make money.
