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Hiring Ats Stinger

Organization
legioncodeinc
hiring-ats-stinger

Choose and configure an applicant tracking system. Use for pipeline stages, scorecards, calibration, sourcing, or ATS-to-HRIS handoff. Read README.md for the guide map.

Overview

Publisherlegioncodeinc
Repositoryvibe-coding-tools
Skill namehiring-ats-stinger
Stars
94
Forks
44
Bundled files
12
LicenseAGPL-3.0-or-later
Links
Skill sourceRepository
  • Markdown instructions

    A SKILL.md file the model loads on demand, so it only costs tokens when a request actually matches.

  • Works with any LLM

    AI skills are plain Markdown, not provider-specific code, so this works with GPT, Claude, Gemini, Grok, or a local model.

  • 12 bundled files

    Scripts, templates, and references the model can read while it works. Files are read-only and never executed.

  • Open source

    Published by legioncodeinc on GitHub. Read the source before you install it.

Installation

Install the Hiring Ats Stinger AI skill in TypingMind to use it with any LLM, or drop it into another agent that reads SKILL.md.

1

Install in TypingMind

TypingMind installs a skill straight from its GitHub folder — it reads SKILL.md, bundles the resource files, and stores the result locally.

  1. Open the app and go to Plugins → Skills.
  2. Choose "Install from GitHub".
  3. Paste the skill folder URL below and confirm.
    https://github.com/legioncodeinc/vibe-coding-tools/tree/main/plugins/business-and-product-tools/skills/hiring-ats-stinger
  4. Enable the skill in any chat where you want it available.
Plugins → Skills → Add skill → From GitHub URL, then paste the folder URL and press Continue.
2

Install in another agent

Any agent that reads the Agent Skills format can use this skill — copy the folder into that agent's skills directory.

Claude Code — .claude/skills
git clone --depth 1 https://github.com/legioncodeinc/vibe-coding-tools.git /tmp/vibe-coding-tools
mkdir -p .claude/skills
cp -r /tmp/vibe-coding-tools/plugins/business-and-product-tools/skills/hiring-ats-stinger .claude/skills/hiring-ats-stinger
Restart Claude Code after copying so it picks up the new skill.

Use it in TypingMind

Enable Hiring Ats Stinger in any TypingMind chat and the model takes it from there. Its name and description sit in the system prompt, and the moment a request matches, the model loads the full instructions itself — you never invoke it by hand, and it costs no tokens until it is actually used.

The model loads Hiring Ats Stinger on its own as soon as a request matches it.

Works with any AI model

AI skills are plain Markdown instructions rather than provider-specific code, so Hiring Ats Stinger is not tied to the model it was written for. Install it once in TypingMind and use it with GPT-5, Claude, Gemini, Grok, DeepSeek, Mistral, Llama, or a local model you run yourself — all on your own API keys.

  • Loaded only when it is needed

    The system prompt carries just the name and description. The instructions are fetched on the first matching request, so an idle skill costs nothing.

  • Switch models mid-chat

    Because the skill is instructions rather than code, changing model does not break it — the next model reads the same SKILL.md.

Skill instructions

This is the SKILL.md content the model loads. Read it before installing — a skill is instructions your model will follow.

hiring-ats-stinger

Start with README.md for the workflow map and detailed references.

You are the ATS authority. Your job is to give engineering teams, TA ops leads, and founders concrete, defensible advice on applicant tracking — not vague platform summaries, but actionable decisions grounded in 2026 market reality and structured-hiring research.

Critical directives (from Command Brief):

  • Never recommend an ATS without first asking headcount tier and integration context. The right platform at 20 hires/year is wrong at 300 hires/year.
  • Always surface the take-home-test compensation question, even if the user didn't ask. Unpaid assessments over ~2 hours carry significant candidate-experience and equity risk.
  • Escalate PII/GDPR questions to security-wasp-drone. Candidate data is PII; GDPR right-to-erasure for applicants is outside this stinger's scope.
  • Do not quote specific ATS pricing as authoritative — all pricing is custom-quoted or frequently revised. Give ranges with "verify with vendor" notes.
  • Escalate HRIS configuration depth (beyond the ATS handoff interface) to a future hris-wasp-drone.

When this stinger activates

Activate on any of these trigger signals:

  • "Which ATS should we use?" / "ATS comparison" / "Ashby vs Greenhouse"
  • "Our scorecards aren't being used consistently"
  • "We want to add D&I reporting to our pipeline"
  • "Is our take-home test too long?" / "Should we pay for take-home tests?"
  • "How do we integrate Gem / hireEZ with our ATS?"
  • "LinkedIn Recruiter integration with our ATS"
  • "ATS to Rippling handoff" / "ATS to HRIS offer letter flow"
  • "Set up our pipeline stages" / "How many stages should we have?"
  • "Calibration session" / "Structured interviews"
  • "EEOC reporting" / "Diversity funnel metrics"
  • When hiring-ats-wasp-drone is invoked by the orchestrator

Quick-start decision tree

Before loading any guide, ask the user these three questions if they haven't already answered them:

  1. What is your current state? (No ATS yet / evaluating platforms / have ATS and want to improve it / specific pain point)
  2. What is your headcount and hiring velocity? (~10 hires/year / 50-200 / 200+)
  3. What HRIS are you on? (Rippling / BambooHR / Workday / none / other)

These three answers determine which guide to open first.

StateOpen first
Evaluating or selecting ATSguides/00-platform-selection.md
Pipeline too long / broken stagesguides/01-pipeline-stage-design.md
Scorecards inconsistent / calibration brokenguides/02-scorecards-and-calibration.md
D&I / diversity reporting needguides/03-di-reporting.md
Take-home test design or ethics questionguides/04-take-home-test-ethics.md
Sourcing tool integration (Gem / hireEZ / LinkedIn)guides/05-sourcing-integrations.md
Offer flow to HRIS broken / setting up handoffguides/06-hris-handoff.md

Platform selection at a glance

Six platforms dominate the 2026 market. Full decision matrix: guides/00-platform-selection.md.

PlatformBest fit
AshbySeries A-C tech startups (50-1,000 employees), data-driven TA teams; analytics described as "5-10 years ahead"
GreenhouseEnterprise, dedicated TA teams, compliance-heavy; custom pricing only (de facto inaccessible to small teams)
WorkableSMBs (1-100 employees), hiring generalists, budget-conscious; only major platform with transparent published pricing
LeverMid-market to enterprise, collaborative hiring; broad ecosystem, confirmed LinkedIn RSC support
PinpointMid-market in-house TA teams with bias-reduction focus; blind screening built in
Rippling RecruitingTeams already on Rippling HRIS; eliminates the ATS-to-HRIS handoff entirely

Rippling shortcut: If the user is already on Rippling HRIS, ask whether Rippling Recruiting meets their needs before evaluating other platforms. It eliminates the handoff problem entirely.

Source: research/external/2026-05-20-ats-platform-comparison.md (source-repository research, not shipped with the plugin)

Scorecard calibration at a glance

Structured interviews with behaviorally-anchored scorecards have 0.51 predictive validity for job performance vs 0.20 for unstructured. Full guide: guides/02-scorecards-and-calibration.md.

Key rules:

  1. Use BARS anchors (each score tied to a concrete observable behavior, not "meets expectations").
  2. Interviewers submit scorecards independently before the debrief (most ATS platforms can enforce this).
  3. Free-form comment fields are an EEOC discovery risk. Restrict to "evidence of behavior" prompts only.
  4. Run calibration sessions at the start of each new role and periodically during active loops.

Source: research/external/2026-05-20-scorecards-calibration.md (source-repository research, not shipped with the plugin)

Take-home test ethics at a glance

Full framework: guides/04-take-home-test-ethics.md.

The threshold: 59% of candidates skip postings with lengthy unpaid take-homes. 68% find assessments burdensome when they exceed 2-4 hours. Default recommendation: pay for take-homes over 2 hours.

Anonymous grading: Greenhouse published data showing anonymous grading increases pass-through rates by 6.5-10% for all candidates. Enable this whenever the ATS supports it.

Source: research/external/2026-05-20-take-home-test-ethics.md (source-repository research, not shipped with the plugin)

Critical time-sensitive fact (2026)

Greenhouse Harvest API v1/v2 is deprecated and unavailable after August 31, 2026. Any team with existing Greenhouse integrations (sourcing tools, HRIS handoff, custom workflows) built on v1/v2 MUST migrate to Harvest API v3 by this date. Source: research/external/2026-05-20-greenhouse-api-updates.md (source-repository research, not shipped with the plugin)

Surface this warning proactively any time the user mentions Greenhouse integrations.

Guide index

FileWhen to read
guides/00-platform-selection.mdATS evaluation or migration
guides/01-pipeline-stage-design.mdStage architecture and SLA targets
guides/02-scorecards-and-calibration.mdScorecard design, BARS, debrief-before-submit
guides/03-di-reporting.mdEEOC funnel diversity metrics, voluntary self-ID
guides/04-take-home-test-ethics.mdTake-home ethics, paid threshold, anonymous grading
guides/05-sourcing-integrations.mdGem, hireEZ, LinkedIn RSC integration wiring
guides/06-hris-handoff.mdATS-to-Rippling (or other HRIS) offer-to-hire flow

Template index

FileUse for
templates/ats-audit-report.mdFull ATS audit across all seven domains
templates/scorecard-template.mdBARS-anchored scorecard for a role

Example index

FileDemonstrates
examples/01-ats-selection-series-a.mdHappy-path platform selection for a Series A company
examples/02-scorecard-audit.mdScorecard audit with EEOC freeform-field findings

Bundled files

The model reads these on demand while the skill is loaded. They are exposed as readable files and are never executed.

Frequently asked questions

What does the Hiring Ats Stinger AI skill do?

Choose and configure an applicant tracking system. Use for pipeline stages, scorecards, calibration, sourcing, or ATS-to-HRIS handoff. Read README.md for the guide map.

Why use Hiring Ats Stinger on TypingMind?

Because you install it once and use it with any model. Hiring Ats Stinger is plain Markdown rather than provider-specific code, so the same skill runs on GPT-5, Claude, Gemini, Grok, or a local model — and you can switch model mid-chat without it breaking. TypingMind runs on your own API keys, so you pay providers directly instead of a per-seat subscription, and your skills and chats stay in your own storage.

How do I install Hiring Ats Stinger in TypingMind?

Open Plugins → Skills → Install from GitHub in TypingMind and paste https://github.com/legioncodeinc/vibe-coding-tools/tree/main/plugins/business-and-product-tools/skills/hiring-ats-stinger. TypingMind reads its SKILL.md and bundles its files and installs it as a skill you can enable per chat.

Which AI models can use Hiring Ats Stinger?

Any model you connect in TypingMind. AI skills are plain Markdown instructions rather than provider-specific code, so GPT, Claude, Gemini, Grok, and local models can all load this skill when a request matches it.

How many AI models can I use with Hiring Ats Stinger?

As many as you like. As long as a model supports skills, you can use Hiring Ats Stinger with it — GPT, Claude, Gemini, Grok, DeepSeek, Mistral, Llama and more — all on TypingMind with your own API keys.

Is the Hiring Ats Stinger AI skill free?

Yes. It is published on GitHub by legioncodeinc under the AGPL-3.0-or-later license. You only pay your own AI provider for the tokens you use.

What are AI skills?

An AI skill is a reusable instruction bundle that teaches an AI model how to do one specific task. It follows the open Agent Skills format: a SKILL.md file with a name and description, plus any scripts, templates or reference files the model may need. The model reads the instructions only when your request matches the skill, so an installed skill costs nothing until it is used.

How are AI skills different from plugins or MCP servers?

A plugin or MCP server gives a model new tools to call — code that runs somewhere and returns a result. An AI skill gives the model knowledge and process instead: how to approach a task, which steps to follow, what good output looks like. Skills are plain Markdown, so they need no server, no API key and no runtime, and they work with any model.

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