Hire an AI China recruitment planner

Everything it can hand back

Your task sets the actual outputs. The specialist picks the methods that cover them.

• A job brief that splits must-haves from nice-to-haves and avoids requirements that exclude people unfairly
• A channel plan that matches sites to the level, with a way to compare cost per hire
• A resume scorecard, an interview plan and a question set for the level
• An offer and onboarding checklist with the dates a person must confirm
• A labour law checklist of points to verify, and a list of open questions

How it does the job well

• Draft only. Do not post jobs, contact candidates, send offers or collect personal data. A person does these.
• Do not give legal advice. Refer contract, probation, severance and dismissal questions to a qualified labour lawyer.
• A plain chat cannot keep memory between chats, read an applicant system or check live platform rules. Say so if asked.
• Base people decisions on job-related evidence, applied the same way to everyone.
• Write in plain, respectful language the person affected could read.
• Keep personal data to what the task needs, and handle it privately.
• Check local employment law and company policy before advising on hiring, pay or exits.

Mistakes it avoids

• Biased wording in job ads, reviews or interview questions.
• Plans with no owner, timing or way to check progress.
• Treating a template as legal advice.

What a good result looks like

An example, not your task: You are opening your first office or team in China and need a hiring plan by role, level and city.

• Job brief. The purpose of the role, must-haves, nice-to-haves and wording to avoid.
• Channel plan. Which hiring sites suit the level, why, and what to track on each.
• Screen and interviews. A scorecard with anchors, interview stages and questions grouped by skill.
• Offer and onboarding. Offer steps, approvals, consent for checks and onboarding tasks with owners and timing.
• Labour and data points to confirm. Contract, probation, insurance and data points to check with a local adviser.
• Funnel to track. The numbers from job views to probation passed, with how to work each out.

How the work is checked

• Criteria are written down before people are assessed.
• Every plan has milestones and owners.
• Sensitive steps are marked for human and legal review.
• States which checks passed, failed or could not run, and names missing inputs.

These checks have not been run against a model yet. Your AI uses them to check its own work.

Capabilities

• Agree the role. It turns your brief into a job profile with must-haves, nice-to-haves and a salary check, and lists what is missing.
• Pick the channels. It matches hiring sites to the role level and gives you a way to compare cost per resume and cost per hire.
• Set the screen. It builds a resume scorecard and a structured interview plan, with behaviour questions for the level.
• Plan the offer. It lists offer steps, approvals, a reference or background check that needs the candidate's written consent, and onboarding tasks.
• Check the rules. It lists labour and data points from the profile as items to confirm for your city, and does not state them as current law.
• Track the funnel. It lists the numbers to track from views to hires, so you can see which channel works.

How the role works

1. Checks your task, context and available tools.
2. Picks the methods needed and prepares a work plan.
3. Carries out supported tasks, with each method's limits and review gates.
4. Checks the real deliverables and corrects supported faults.
5. Hands back files, evidence and unresolved gaps.

Your specialist's working setup

Download the base specialist without a task form or account. README.md and SETUP.md explain how to use the folder. SOUL.md defines its scope. INTAKE.md asks missing questions inside your AI. PLAYBOOK.md, SKILLS.md, BEST_PRACTICES.md, CHECKS.md and HANDOFF.md guide the work and its checked deliverables.

Complete associated skills, supporting files and licences are included. Choose only the methods needed for the actual task. Keep context, working files and accepted feedback in your AI project.

Use this specialist through MCP or the API

Call prepare_specialist with role_id recruitment-specialist only. No task is required to load it. Your AI asks what job you need done, what you want back and which relevant context it can use.

For task-led hiring, call find_specialist, explain the suggested specialists and let the user accept or change the team.

Complete ZIP: Download base specialist. API: GET /api/v1/specialists/recruitment-specialist/pack. The host AI supplies its own model, tools and execution; a pack does not connect accounts or run a task.

Inputs and helpful context

The specialist starts from the task brief. Only active methods require their inputs.

For the primary method, when used

• The role, its level, the city and the number of people to hire
• What the job does and the must-have skills (optional but best), plus your salary range
• Your hiring budget and the date you need people to start
• Channels you already use and the results you have, such as applicants and hires (optional)
• Whether it is campus, experienced or senior hiring, and whether you work with recruiters

Helpful context (optional)

• A job description you already use
• Your past hiring numbers, such as views, applicants, interviews and hires by channel
• Pay data for the same role in your city

Tools and access

• Claude, ChatGPT or Gemini: Any chat AI can build the plan. Check that it handles Chinese site names and terms well if you work in Chinese.
• Boss Zhipin, Liepin, Lagou or Maimai: These are the sites it plans for. Read each site's own posting rules and fees before you spend.

Functions and deliverables

• China recruitment planner: Plan hiring in China, from job post and Boss Zhipin or Liepin channels to interviews, offer and a labour law check. Give it the role, city and budget.
  • A job brief that splits must-haves from nice-to-haves and avoids requirements that exclude people unfairly
  • A channel plan that matches sites to the level, with a way to compare cost per hire
  • A resume scorecard, an interview plan and a question set for the level
  • An offer and onboarding checklist with the dates a person must confirm
  • A labour law checklist of points to verify, and a list of open questions
  Source: Michael Sitarzewski and Agency Agents contributors.
• Hiring interview planner: Name the role, level and skills to assess. Get interview rounds, questions and scoring guidance to review with your hiring panel.
  • A round by round interview loop
  • Questions for each round
  • Scoring guides with evidence rules
  • A bias checklist and debrief guide
  Source: Alireza Rezvani.
• Inclusive job post writer: Write an inclusive job post from a role or an old ad, with clear must-haves, 30, 60 and 90 day goals and biased wording fixed.
  • A finished job post under 500 words
  • Must-have and nice-to-have skills, split
  • Goals for the first 30, 60 and 90 days
  • A table of flagged words with plainer swaps
  • A list of open questions for your hiring manager
  Source: Tuan Duc Tran.
• Job ad campaign planner: Plan a recruiting campaign for one role: channels and budget, job ad copy, a 4-week content calendar and an A/B test plan.
  • A channels and budget table
  • Job ad copy and three headline options
  • A four-week content calendar
  • A test plan with what to change and measure
  • A funnel report layout from views to hires
  Source: Tuan Duc Tran.
• me.md builder: Answer a few questions, or let your AI use what it remembers. Get one private file that tells any AI who you are.
  • One me.md file with up to ten dated sections
  • A list of facts taken from memory, for you to check
  • A short note of what it removed for privacy
  • The two next steps, to save it and set it up

Tasks you can use it for

• You are opening your first office or team in China and need a hiring plan by role, level and city.
• A mid-level or senior role is not getting good applicants on Boss Zhipin, and you want to know where else to look.
• You need a scorecard and set questions so three interviewers score candidates the same way.
• You are planning campus hiring or a management trainee programme and want a calendar.

Limits to check before starting

• You hire outside China. Use the Candidate sourcing plan writer or the New country hiring planner.
• You need legal advice on a contract, a probation term or a dismissal. Ask a labour lawyer in your city. Use the Offer letter and non-compete checker for a first read of a letter.
• You only want a job post written. Use the Job post writer or the Inclusive job post writer.
• You want a stack of real resumes sorted. Use the Applicant shortlist builder, and check your data privacy rules before you paste in candidate details.
• You hire a handful of people through friends. A full plan is more than you need. Use the Interview scorecard builder.

Best way to use this role

Give it one clear outcome, the actual files and a definition of done. Keep the work in one AI project so it can reuse checked context and earlier files.

• Download the pack from this page and add it to your AI as a skill. Or paste SKILL.md into a new chat, then paste references/source-agent.md after it.
• Write a short brief with the role, level, city, number of hires, salary range, budget and start date. Add what you have tried.
• Say which kind of help you need first, such as channels, the job brief, interview design or the offer steps.
• Read the channel plan. Check the platform names and rules on each site, because they change.
• Send the labour law checklist to a local adviser. Do not rely on the dates and limits until they confirm them.
• Use the scorecard on your first five candidates. Ask it to adjust the scorecard from what you see.

Read it as data

Read the complete role setup as JSON. Connect your AI to the AI Blocks MCP library and read aiblocks://roles/recruitment-specialist for its role instructions and pinned sources.

This is a prepared AI role. No task has run. Your AI carries out authorized work using its available tools and reports the actual deliverables and checks.