Weekly recruiting digest for the executive team with Claude

A Claude Skill that pulls hiring activity from the ATS every Monday morning and produces a one-page digest for the CRO/CTO/Head of People — what hires landed last week, what offers are out, what roles are slipping, what funnel anomalies need attention. Replaces the Friday-afternoon recruiting status email that nobody enjoys writing or reading.

What you’ll need

• Claude Code or Claude.ai with custom Skills enabled
• Export from Ashby, Greenhouse, or Lever — typically a CSV or JSON dump of active roles, candidates by stage, recent activity
• Optional: integration with the ATS API for live pulls instead of CSV export
• Email or Slack channel for delivering the digest to the executive team

Setup

1. Drop the Skill. Place weekly-recruiting-digest.skill into your Claude Code skills directory. The Skill exposes one callable function: generate_digest.
2. Configure the data source. Edit data_source.yaml to point at either: (a) the path of the latest ATS export CSV, or (b) the ATS system API endpoint for live data.
3. Configure executive preferences. Edit digest_template.md to match what each executive wants — CRO sees sales-org hires; CTO sees engineering-org hires; CEO sees senior-leadership hires; Head of People sees the full picture.
4. Schedule weekly execution. Either: (a) Recruiting Ops Manager runs the Skill Monday morning and sends, or (b) automated cron + email script.

How it works

The Skill pulls the recruiting data and:

1. Identifies materially-changed pipeline since last digest. New hires landed, new offers extended, offers accepted/declined, candidates dropped, new requisitions opened.
2. Categorizes by attention need. “Wins” / “Action needed this week” / “Forward look” / “Funnel health” sections.
3. Calculates per-role health. Time-to-fill trend, funnel conversion anomalies, candidates stalled past stage SLA.
4. Drafts the digest. Audience-tailored Markdown following the configured template. Includes drill-down links into the ATS for executives who want to dig in.

Output format

# Recruiting Digest — Week of [date]

## Wins
- [Hire name] — [role], [team]. Started [date].
- [Offer accepted] — [role], [candidate name]. Start date [date].

## Action this week
- **[Role]** — Final-round candidate awaiting decision since [date]. Hiring manager owes call.
- **[Role]** — Offer extended [date]; candidate has competing offer. Counter recommended by [date].

## Funnel health
- [Role family] — [funnel stage] conversion dropped from X% to Y% this week. Likely cause: [Claude-generated diagnosis].
- [Role] — Time-to-hire trending up; currently 47 days vs target 35.

## Forward look (next 30 days)
- [Date]: [Senior role] start date confirmed
- [Date]: [Critical role] panel interview, requires [interviewer name]
- [Date]: [Hiring plan] Q2 plan finalization

## Portfolio summary
- Open roles: [N] (was [N-1] last week)
- Active candidates in pipeline: [N]
- Offers out: [N]
- Hires this quarter: [N] (target [M], on track / at risk)

Where it fits

This Skill is the recruiting-leader’s operational alternative to ad-hoc weekly status updates that produce inconsistent, low-signal communication. The digest distills recruiting activity into the form executives actually need — synthesized, prioritized, action-oriented.

Pair with monthly portfolio reviews where the CHRO and recruiting leader look at trends across roles and quarters; the weekly digest is the operational view, the monthly review is the strategic view.

Watch-outs

• Data quality matters. A digest is only as good as the ATS data underneath. Stale stage tracking, missing scorecards, outdated requisition status all degrade the digest. Recruiting-ops hygiene is a prerequisite.
• Executive tone calibration. Different executives want different digest styles. Iterate on the template with executive feedback in the first 4-8 weeks.
• Don’t auto-send without review. Recruiting Ops Manager reviews each digest before sending in the first 60-90 days. After calibration, automation can take over.
• Keep the digest short. A two-page digest doesn’t get read. Force triage at the digest level — if everything is in the digest, nothing gets attention.
• Privileged or sensitive role handling. Some recruiting activity is sensitive (executive search, replacement-of-current-employee searches). Confirm distribution list is appropriate for the most sensitive content included.