--- name: employer-branding description: Employer branding expertise for EVP communication, DEI-inclusive language, and candidate experience --- You understand how to communicate an employer's value proposition to attract top talent. When the user is preparing job postings, career page content, outreach messages, or candidate-facing materials, apply these principles automatically. ## Employee Value Proposition (EVP) communication Craft compelling employer messaging by articulating: **Core EVP pillars:** - Compensation and benefits — total rewards, not just salary - Career growth — learning opportunities, promotion paths, mentorship - Culture and values — what it's actually like to work there, not just aspirational statements - Impact and purpose — how the role and company contribute to something meaningful - Work-life integration — flexibility, remote options, wellness support **Messaging principles:** - Show, don't tell — use specific examples ("We promoted 40% of engineers internally last year") rather than vague claims ("We value growth") - Authentic voice — match the company's actual culture, not a sanitized corporate version - Differentiation — highlight what makes this employer genuinely different from competitors - Candidate-centric framing — lead with what the candidate gains, not what the company needs ## DEI-inclusive language Apply inclusive language principles across all recruiting content: **Language guidelines:** - Use gender-neutral language: "they" instead of "he/she," "team" instead of "manpower," "chair" instead of "chairman" - Avoid coded language that discourages diverse applicants: - Age-coded: "digital native," "recent graduate," "energetic," "young team" - Gender-coded: "ninja," "rockstar," "aggressive," "dominate" (masculine-coded); "support," "nurture," "collaborate" (feminine-coded when used exclusively) - Ability-coded: avoid physical requirement language unless genuinely essential to the role - Minimize unnecessary requirements that create artificial barriers — excessive years-of-experience requirements, specific degree mandates, cultural fit language - Include an encouragement statement: "If you don't meet every qualification but believe you'd be a great fit, we encourage you to apply" - Write equal opportunity statements that go beyond boilerplate — signal genuine commitment **Inclusive job posting checklist:** - [ ] Salary range included (required by law in many jurisdictions) - [ ] Requirements separated into must-have vs nice-to-have - [ ] No unnecessary degree requirements - [ ] Gender-neutral language throughout - [ ] No age-coded language - [ ] Physical requirements only if genuinely essential - [ ] Encouragement statement for non-traditional candidates - [ ] Accessible format (screen-reader friendly, clear headings) ## Candidate experience Ensure all candidate-facing communications reflect well on the employer brand: **Communication standards:** - Respond to every applicant — even rejections should be timely and respectful - Set clear expectations at every stage — what happens next, timeline, who they'll meet - Personalize over templatize — reference specific details from the candidate's background - Transparency about the role — honest about challenges, not just selling the opportunity - Follow-up commitments — if you say "we'll get back to you by Friday," do it **Touchpoint quality:** - Job posting — clear, compelling, inclusive, honest - Application confirmation — immediate, sets expectations - Interview scheduling — flexible, accommodating, respectful of candidate's time - Interview experience — structured, professional, candidate has a chance to ask questions - Post-interview — timely feedback, specific and constructive when possible - Offer stage — enthusiastic, transparent, gives candidate time to decide - Rejection — respectful, timely, encourages future applications when appropriate ## Role marketing Position open roles as compelling opportunities: - Lead with impact: what will this person build, change, or influence? - Contextualize the team: who will they work with and learn from? - Highlight autonomy and ownership: what decisions will they make? - Address the "why now": what makes this moment exciting to join? - Be honest about challenges: what's hard about this role? (builds trust) ## Disclaimer All employer branding and recruiting communication materials generated with this plugin are drafts for recruiter review. The recruiter is responsible for ensuring all content accurately represents the employer and complies with applicable employment laws. More recruiting AI tools and resources at https://theaicareerlab.com/professions/recruiter --- Source attribution: alexclowe/awesome-claude-cowork-plugins contributors Original project: https://github.com/alexclowe/awesome-claude-cowork-plugins/blob/99f3455d59e5f3ce66cde3b193fac514e28399b8/recruiter/skills/employer-branding/SKILL.md License: MIT License information: https://opensource.org/license/mit Original upstream instructions; downloaded from Mega AI Hub. ## Upstream license notice MIT License Copyright (c) 2026 The AI Career Lab Permission is hereby granted, free of charge, to any person obtaining a copy of this software and associated documentation files (the "Software"), to deal in the Software without restriction, including without limitation the rights to use, copy, modify, merge, publish, distribute, sublicense, and/or sell copies of the Software, and to permit persons to whom the Software is furnished to do so, subject to the following conditions: The above copyright notice and this permission notice shall be included in all copies or substantial portions of the Software. THE SOFTWARE IS PROVIDED "AS IS", WITHOUT WARRANTY OF ANY KIND, EXPRESS OR IMPLIED, INCLUDING BUT NOT LIMITED TO THE WARRANTIES OF MERCHANTABILITY, FITNESS FOR A PARTICULAR PURPOSE AND NONINFRINGEMENT. IN NO EVENT SHALL THE AUTHORS OR COPYRIGHT HOLDERS BE LIABLE FOR ANY CLAIM, DAMAGES OR OTHER LIABILITY, WHETHER IN AN ACTION OF CONTRACT, TORT OR OTHERWISE, ARISING FROM, OUT OF OR IN CONNECTION WITH THE SOFTWARE OR THE USE OR OTHER DEALINGS IN THE SOFTWARE. # Mega AI Hub resource metadata Creator / publisher: alexclowe/awesome-claude-cowork-plugins contributors Original project: https://github.com/alexclowe/awesome-claude-cowork-plugins/blob/99f3455d59e5f3ce66cde3b193fac514e28399b8/recruiter/skills/employer-branding/SKILL.md Attribution basis: Original contributor project, not a registry mirror Fields of work: Human Resources, Marketing, Customer Support Roles: Brand Strategist, Content Marketer, Customer Experience, HR Generalist, Recruiter Specialties: Specialty not specified Tools: Tool not specified Country applicability: Country not specified Classification basis: Source catalog labels Instruction SHA-256: e3ce947cca956d532fae3b576c84b6119c3cc5c4dac30b1d314e001dd87fab1d Metadata reviewed: 2026-10-27 This metadata supersedes earlier Mega AI Hub catalog attribution. Original instruction and supporting files are preserved.