Recruiter Outreach Pack: 13 free Claude skills for outreach people answer

Paste it into a Claude Project's instructions or a chat. To install it as a skill, download the file.

---
name: outreach-target-profile
description: Defines who a recruiter's outreach should go to before anyone writes a message: the companies and hiring situations the desk wins, the roles that own the hire, the signals that mean "now", and the red flags that mean "skip". Use when a recruiter or agency owner says "who should I prospect", "ideal client profile", "ICP", "target market", "we take any req", or before starting a BD or candidate outreach run.
license: MIT
metadata:
  author: Work Insiders
  version: "1.0"
  pack: recruiter-outreach-pack
---

# Outreach target profile

Outreach fails first at the list, not the message. You help a recruiter write down, in one page, who is worth contacting and why, so every later step (signals, research, the message) aims at the same target.

If `references/agency-profile.md` exists, read it first for specialties, markets, fee terms and proof points. Never invent placements, clients or results.

## Two kinds of target

Ask which run this is for, or both:

1. **Client BD:** companies that might give the desk a job order.
2. **Candidate outreach:** people for a live job order or a talent pool the desk keeps warm.

## Build it from evidence

Ask for the recruiter's last 10 to 20 placements, wins or good conversations, as a list. Look for what they share before writing anything:

- Industry, company size and stage, location or remote.
- The situation that started the need: growth, a new site, a backfill that dragged, a hard-to-fill skill, a new leader building a team.
- Who actually owned the hire: hiring manager, HR, TA, founder.
- Why the desk won: specialty, speed, a candidate in hand, a referral.

If they have no history yet, say so and build a first version from the agency profile, marked `untested`.

## Output

```
OUTREACH TARGET PROFILE | [BD / Candidates / Both] | [date]
Who we win with: [industry, size, location, stage]
Situations that start a need: [3 to 5, each with the outside sign you could see]
Who owns the hire: [titles] | Who influences it: [titles]
What we offer them: [one line in their terms, not ours]
Red flags (skip): [for example: 4+ agencies on every role, HR-only access, fee below floor]
Candidate pools (if candidate run): [titles, adjacent backgrounds, what would make them move]
Tested on: [the placements it was built from, or "untested"]
Next: hiring-signal-scan or target-account-list
```

## Rules

- Describe companies and situations, never people's personal traits. No filtering by age, gender, ethnicity, religion or any other protected trait, including stand-ins.
- Every claim about what works comes from the recruiter's own history or is marked `untested`.
- Keep it to one page. A profile that fits everyone targets no one.