@forwardimpact/basecamp 2.4.0 → 2.4.1
This diff represents the content of publicly available package versions that have been released to one of the supported registries. The information contained in this diff is provided for informational purposes only and reflects changes between package versions as they appear in their respective public registries.
- package/package.json +1 -1
- package/template/.claude/agents/recruiter.md +28 -28
- package/template/.claude/skills/analyze-cv/SKILL.md +35 -35
- package/template/.claude/skills/right-to-be-forgotten/SKILL.md +20 -17
- package/template/.claude/skills/sync-apple-mail/SKILL.md +2 -2
- package/template/.claude/skills/track-candidates/SKILL.md +25 -24
- package/template/.claude/skills/upstream-skill/SKILL.md +6 -6
package/package.json
CHANGED
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@@ -29,14 +29,14 @@ framework.
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### Career Levels
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| Level | Title Pattern
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| ----- |
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| J040 | Level I / Associate
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| J060 | Level II / Senior Assoc | Independent on familiar problems
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| J070 | Level III / Manager
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| J090 | Staff / Senior Mgr
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| J100 | Principal / Director
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| J110 | Senior Principal
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| Level | Title Pattern | Key Indicators |
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| ----- | ----------------------- | ---------------------------------------- |
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| J040 | Level I / Associate | Learning, needs guidance, basic tasks |
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| J060 | Level II / Senior Assoc | Independent on familiar problems |
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| J070 | Level III / Manager | Handles ambiguity, mentors others |
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| J090 | Staff / Senior Mgr | Area scope, leads complex initiatives |
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| J100 | Principal / Director | Org-wide impact, shapes direction |
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| J110 | Senior Principal | Enterprise strategy, cross-org influence |
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### Forward Deployed vs Platform — Track Differences
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(Commercial, Manufacturing, R&D). They operate like a "startup CTO" — bridging
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product and business, discovering patterns in the field.
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| Dimension
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| **Core strength**
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| **Boosted skills
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| **Reduced skills
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| **Key behaviours
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| **Mindset**
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| **Typical CV signals** | Multiple industries, customer projects, MVPs, analytics
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| Dimension | Forward Deployed | Platform |
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| ---------------------- | ---------------------------------------------------------------------------------------------------------------- | -------------------------------------------------------------------------------------------------------- |
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| **Core strength** | Delivery, domain immersion, rapid prototyping | Architecture, scalability, reliability |
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| **Boosted skills** | Data Integration, Full-Stack Dev, Problem Discovery, Business Immersion, Stakeholder Mgmt, Model Development | Architecture & Design, Cloud Platforms, Code Quality, DevOps & CI/CD, Data Modeling, Technical Debt Mgmt |
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| **Reduced skills** | Scale, Reliability, Process capabilities | Delivery capability |
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| **Key behaviours** | Own the Outcome (+1), Be Polymath Oriented (+1), Don't Lose Your Curiosity (+1), Communicate with Precision (+1) | Think in Systems (+1), Communicate with Precision (+1) |
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| **Mindset** | Ship fast, learn from users, bridge business & tech | Build for the long term, treat devs as customers |
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| **Typical CV signals** | Multiple industries, customer projects, MVPs, analytics | Infrastructure, platform teams, APIs, shared services |
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**Hiring implications:**
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product_management — no tracks
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```
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Use `npx fit-pathway discipline {id}` to see skill tiers and behaviour
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Use `npx fit-pathway discipline {id}` to see skill tiers and behaviour modifiers
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for each discipline.
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## Data Protection
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views, religious beliefs, sexual orientation, or other special category data
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— even if it appears in a CV or email.
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5. **Assume the candidate will see it.** Write every assessment and note as if
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the candidate will request a copy (GDPR Article 15 — right of access). If
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the candidate will request a copy (GDPR Article 15 — right of access). If you
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wouldn't be comfortable sharing it with them, don't write it.
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## Human Oversight
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This agent **recommends** — the user **decides**. Automated recruitment tools
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carry legal and ethical risk when they make consequential decisions without
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review.
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carry legal and ethical risk when they make consequential decisions without
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human review.
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**Hard rules:**
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proceed," but the user must make the final rejection decision. Assessments
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are advisory, not dispositive.
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2. **Level estimates are hypotheses.** Always present estimated career level
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with confidence language ("likely J060", "evidence suggests J070") — never
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with confidence language ("likely J060", "evidence suggests J070") — never as
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definitive fact. CVs are incomplete signals.
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3. **Flag uncertainty.** When evidence is thin or ambiguous, say so explicitly.
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Recommend interview focus areas to resolve uncertainty rather than guessing.
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4. **No ranking by protected characteristics.** Never sort, filter, or rank
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gender or any other protected characteristic.
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4. **Track sourcing channels.** When a sourcing channel consistently produces
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homogeneous candidate pools, note **the channel pattern** (not individual
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candidates) in `knowledge/Candidates/Insights.md` so the user can address
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candidates) in `knowledge/Candidates/Insights.md` so the user can address it
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with the agency.
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5. **Gender data handling.** Gender is recorded only when explicitly stated in
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recruiter communications (pronouns, titles like "Ms./Mr."). Never infer
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gender from names. Record as `Woman`, `Man`, or `—` (unknown). When
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done
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```
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For each unassessed candidate with a CV, run the `analyze-cv` skill workflow.
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For each unassessed candidate with a CV, run the `analyze-cv` skill workflow. If
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the target role is known from the candidate brief, use it:
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```bash
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# Look up the role for context
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Read the candidate's CV file. Extract:
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| Field
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| **Current role**
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| **Years of experience
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| **Technical skills**
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| **Domain experience**
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| **Education**
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| **Leadership signals**
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| **Scope signals**
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| **Communication**
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| **Gender**
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| Field | What to look for |
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| ----------------------- | --------------------------------------------------- |
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| **Current role** | Most recent job title |
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| **Years of experience** | Total and per-role tenure |
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| **Technical skills** | Languages, frameworks, platforms, tools mentioned |
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| **Domain experience** | Industries, business domains, customer-facing work |
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| **Education** | Degrees, certifications, relevant courses |
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| **Leadership signals** | Team size, mentoring, cross-team work, architecture |
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| **Scope signals** | Scale of systems, user base, revenue impact |
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| **Communication** | Publications, talks, open source, documentation |
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| **Gender** | Pronouns, gendered titles (never infer from names) |
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## Step 2: Look Up the Framework Reference
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Map CV evidence to track indicators:
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| Forward Deployed signals
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| Customer-facing projects
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| Business domain immersion
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| Rapid prototyping, MVPs
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| Data integration, analytics
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| Stakeholder management
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| Cross-functional work
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| Multiple industries or domain breadth
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| Forward Deployed signals | Platform signals |
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| ------------------------------------- | --------------------------------------- |
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| Customer-facing projects | Internal tooling / shared services |
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| Business domain immersion | Infrastructure / platform-as-product |
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| Rapid prototyping, MVPs | Architecture, system design |
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| Data integration, analytics | CI/CD, DevOps, reliability |
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| Stakeholder management | Code quality, technical debt management |
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| Cross-functional work | Scalability, performance engineering |
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| Multiple industries or domain breadth | Deep platform ownership |
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## Step 3: Map CV to Framework Skills
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Use the proficiency definitions from the framework:
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| Proficiency | CV Evidence
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| -------------- |
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| `awareness` | Mentioned but no project evidence
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| `foundational` | Used in projects, basic application
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| `working` | Primary tool/skill in multiple roles, independent usage
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| `practitioner` | Led teams using this skill, mentored others, deep work
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| `expert` | Published, shaped org practice, industry recognition
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| Proficiency | CV Evidence |
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| -------------- | ------------------------------------------------------- |
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| `awareness` | Mentioned but no project evidence |
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| `foundational` | Used in projects, basic application |
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| `working` | Primary tool/skill in multiple roles, independent usage |
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| `practitioner` | Led teams using this skill, mentored others, deep work |
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| `expert` | Published, shaped org practice, industry recognition |
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**Be conservative.** CVs inflate; default one level below what's claimed unless
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there's concrete evidence (metrics, project details, scope indicators).
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Map CV evidence to behaviours:
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| Behaviour
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| Own the Outcome
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| Think in Systems
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| Communicate with Precision
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| Be Polymath Oriented
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| Don't Lose Your Curiosity
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| Behaviour | CV Evidence |
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| -------------------------- | -------------------------------------------------- |
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| Own the Outcome | End-to-end ownership, P&L impact, delivery metrics |
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| Think in Systems | Architecture decisions, system-wide reasoning |
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| Communicate with Precision | Technical writing, documentation, talks |
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| Be Polymath Oriented | Cross-domain work, diverse tech stack |
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| Don't Lose Your Curiosity | Side projects, continuous learning, certifications |
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## Step 5: Identify Gaps and Strengths
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## Quality Checklist
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- [ ] Assessment is grounded in `fit-pathway` framework data, not subjective
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opinion
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- [ ] Every skill rating cites specific CV evidence or marks "Not evidenced"
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- [ ] Estimated level is conservative (one below CV claims unless proven)
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- [ ] Track fit analysis references specific skill modifiers from the framework
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- **Name**: Full name of the data subject (required)
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- **Aliases**: Alternative names, maiden names, nicknames (optional)
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- **Email addresses**: Known email addresses (optional, improves search
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- **Email addresses**: Known email addresses (optional, improves search
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coverage)
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- **Scope**: `all` (default) or `recruitment-only` (limits to candidate data)
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## Outputs
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> **Data erasure request for: {Name}**
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>
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> This will permanently delete all personal data related to {Name} from:
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>
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> - Knowledge base notes (People, Candidates, Organizations mentions)
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> - Cached email threads and attachments
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> - Agent state and triage files
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For each discovered reference, classify the required action:
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| **Dedicated note** (sole subject)
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| **Dedicated directory**
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| **Mention in another note**
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| **Attachment** (their CV, etc.)
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| Reference Type | Action | Example |
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| ---------------------------------- | ------------------------------------------- | ----------------------------------------------- |
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| **Dedicated note** (sole subject) | Delete entire file | `knowledge/People/{Name}.md` |
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| **Dedicated directory** | Delete entire directory | `knowledge/Candidates/{Name}/` |
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| **Mention in another note** | Redact: remove lines referencing the person | Backlink in `knowledge/Organizations/Agency.md` |
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| **Email thread** (sole subject) | Delete file | `~/.cache/fit/basecamp/apple_mail/thread.md` |
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| **Email thread** (multiple people) | Redact: remove paragraphs about the person | Thread discussing multiple candidates |
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| **Attachment** (their CV, etc.) | Delete file | `attachments/{thread}/CV.pdf` |
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| **Triage/state file** | Redact: remove lines mentioning them | `recruiter_triage.md` |
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| **Insights file** | Redact: remove bullets mentioning them | `knowledge/Candidates/Insights.md` |
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## Step 3: Execute Deletions
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Create the audit trail at `knowledge/Erasure/{Name}--{YYYY-MM-DD}.md`:
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````markdown
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# Data Erasure Report — {Full Name}
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**Date:** {YYYY-MM-DD HH:MM}
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```bash
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````
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Expected result: no matches (except this erasure report).
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````
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**IMPORTANT:** The erasure report itself must NOT contain personal data beyond
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the name and the fact that data was deleted. Do not copy CV content, skill
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```bash
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rg "{Name}" knowledge/ ~/.cache/fit/basecamp/ drafts/
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````
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The only match should be the erasure report itself. If other matches remain,
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process them and update the report.
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- Recruitment-related email threads (from known agency domains)
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- `recruiter_triage.md` state file
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Leave `knowledge/People/{Name}.md` and general knowledge graph references
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Leave `knowledge/People/{Name}.md` and general knowledge graph references intact
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— the person may be a colleague or contact outside of recruitment.
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### all (default)
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3. Discovers the thread grouping column (`conversation_id` or `thread_id`)
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4. Loads last-seen ROWID (or defaults to 0 for first sync)
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5. Finds threads with new messages since last sync (up to 500), using both
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timestamp and ROWID to catch late-arriving emails (emails downloaded after a
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delay may have `date_received` before the last sync timestamp, but their
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ROWID will be higher than the last-seen ROWID)
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6. For each thread: fetches messages, batch-fetches recipients and attachment
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metadata, parses `.emlx` files for full email bodies (falling back to
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@@ -128,29 +128,29 @@ recruitment-related.
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For each candidate found in a recruitment email, extract:
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| Field
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| **Name**
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| **Title**
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| **Rate**
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| **Availability**
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| **English**
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| **Location**
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| **Source agency**
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| **Recruiter**
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| **CV path**
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| **Skills**
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| **Gender**
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| **Summary**
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| **Role**
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| **Req**
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| **Internal/External
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| **Model**
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| **Current title**
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| **Email**
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| **Phone**
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| **LinkedIn**
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| **Also known as**
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| Field | Source | Required |
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| --------------------- | ------------------------------------------------------------ | ------------------- |
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| **Name** | Filename, email body, CV | Yes |
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| **Title** | Email body, CV — the candidate's professional title/function | Yes |
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| **Rate** | Email body (e.g. "$120/hr", "€80/h") | If available |
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| **Availability** | Email body (e.g. "1 month notice", "immediately") | If available |
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| **English** | Email body (e.g. "B2", "Upper-intermediate") | If available |
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| **Location** | Email body, CV | If available |
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| **Source agency** | Sender domain → Organization | Yes |
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| **Recruiter** | Email sender or CC'd recruiter | Yes |
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| **CV path** | Attachment directory | If available |
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| **Skills** | Email body, CV | If available |
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| **Gender** | Name, pronouns, recruiter context | If identifiable |
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| **Summary** | Email body, CV | Yes — 2-3 sentences |
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| **Role** | Internal requisition profile being hired against | If available |
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| **Req** | Requisition ID from hiring system | If available |
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| **Internal/External** | Whether candidate is internal or external | If available |
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| **Model** | Engagement model (B2B, Direct Hire, etc.) | If available |
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| **Current title** | CV or email body | If available |
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| **Email** | Email body, CV, signature | If available |
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| **Phone** | Email body, CV, signature | If available |
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| **LinkedIn** | Email body, CV | If available |
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| **Also known as** | Alternate name spellings or transliterations | If available |
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### Determining Gender
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@@ -428,4 +428,5 @@ produces a full framework-aligned assessment.
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- [ ] No duplicate candidate notes created
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- [ ] Key strategic insights added to `Insights.md` where warranted
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- [ ] Skills tagged using framework skill IDs where possible
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- [ ] Gender field populated only from explicit pronouns/titles (never
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- [ ] Gender field populated only from explicit pronouns/titles (never
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name-inferred)
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@@ -63,12 +63,12 @@ skill's directory.
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For every changed skill file, determine the type of change:
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| Type
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|
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| `modified`
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| `removed`
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| `renamed`
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| Type | Description |
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| ---------- | ---------------------------------------------------- |
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| `added` | New skill created that doesn't exist upstream |
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| `modified` | Existing skill updated (workflow, checklists, tools) |
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| `removed` | Skill deleted from the installation |
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| `renamed` | Skill directory or file renamed |
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For **modified** skills, read the current file and the previous version to
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identify what specifically changed:
|