@robbiesrobotics/alice-agents 1.5.8 → 1.5.10

package/templates/workspaces/olivia/roofmaxx_logo.svg

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package/templates/workspaces/olivia/skills/1password/SKILL.md

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+---
+name: 1password
+description: Set up and use 1Password CLI (op). Use when installing the CLI, enabling desktop app integration, signing in (single or multi-account), or reading/injecting/running secrets via op.
+homepage: https://developer.1password.com/docs/cli/get-started/
+metadata: {"clawdbot":{"emoji":"🔐","requires":{"bins":["op"]},"install":[{"id":"brew","kind":"brew","formula":"1password-cli","bins":["op"],"label":"Install 1Password CLI (brew)"}]}}
+---
+
+# 1Password CLI
+
+Follow the official CLI get-started steps. Don't guess install commands.
+
+## References
+
+- `references/get-started.md` (install + app integration + sign-in flow)
+- `references/cli-examples.md` (real `op` examples)
+
+## Workflow
+
+1. Check OS + shell.
+2. Verify CLI present: `op --version`.
+3. Confirm desktop app integration is enabled (per get-started) and the app is unlocked.
+4. REQUIRED: create a fresh tmux session for all `op` commands (no direct `op` calls outside tmux).
+5. Sign in / authorize inside tmux: `op signin` (expect app prompt).
+6. Verify access inside tmux: `op whoami` (must succeed before any secret read).
+7. If multiple accounts: use `--account` or `OP_ACCOUNT`.
+
+## REQUIRED tmux session (T-Max)
+
+The shell tool uses a fresh TTY per command. To avoid re-prompts and failures, always run `op` inside a dedicated tmux session with a fresh socket/session name.
+
+Example (see `tmux` skill for socket conventions, do not reuse old session names):
+
+```bash
+SOCKET_DIR="${CLAWDBOT_TMUX_SOCKET_DIR:-${TMPDIR:-/tmp}/clawdbot-tmux-sockets}"
+mkdir -p "$SOCKET_DIR"
+SOCKET="$SOCKET_DIR/clawdbot-op.sock"
+SESSION="op-auth-$(date +%Y%m%d-%H%M%S)"
+
+tmux -S "$SOCKET" new -d -s "$SESSION" -n shell
+tmux -S "$SOCKET" send-keys -t "$SESSION":0.0 -- "op signin --account my.1password.com" Enter
+tmux -S "$SOCKET" send-keys -t "$SESSION":0.0 -- "op whoami" Enter
+tmux -S "$SOCKET" send-keys -t "$SESSION":0.0 -- "op vault list" Enter
+tmux -S "$SOCKET" capture-pane -p -J -t "$SESSION":0.0 -S -200
+tmux -S "$SOCKET" kill-session -t "$SESSION"
+```
+
+## Guardrails
+
+- Never paste secrets into logs, chat, or code.
+- Prefer `op run` / `op inject` over writing secrets to disk.
+- If sign-in without app integration is needed, use `op account add`.
+- If a command returns "account is not signed in", re-run `op signin` inside tmux and authorize in the app.
+- Do not run `op` outside tmux; stop and ask if tmux is unavailable.

package/templates/workspaces/olivia/skills/1password/_meta.json

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+{
+  "ownerId": "kn70pywhg0fyz996kpa8xj89s57yhv26",
+  "slug": "1password",
+  "version": "1.0.1",
+  "publishedAt": 1767814883922
+}

package/templates/workspaces/olivia/skills/afrexai-recruiting-engine/README.md

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+# AI Recruiting Engine 🎯
+
+Full-cycle recruiting agent for OpenClaw — source, screen, score, and hire top talent with zero dependencies.
+
+## What It Does
+
+Turns your AI agent into a recruiting machine:
+
+- **Role Intake** — structured blueprints with must-haves, anti-patterns, and timeline
+- **Sourcing** — channel effectiveness matrix, boolean search strings, 3 personalized outreach templates
+- **Resume Screening** — 100-point scorecard across technical fit, impact evidence, and culture alignment
+- **Interview Management** — phone screen, technical, and behavioral scorecards with STAR prompts
+- **Pipeline Tracking** — YAML-based candidate pipeline with weekly health metrics
+- **Offer & Closing** — verbal offer script, negotiation framework, rejection templates
+- **D&I Checklist** — stage-by-stage diversity verification
+- **Metrics Dashboard** — monthly reporting with channel ROI analysis
+
+No APIs, no integrations, no setup. Pure agent knowledge.
+
+## Install
+
+```bash
+clawhub install afrexai-recruiting-engine
+```
+
+## Quick Start
+
+Tell your agent:
+> "We need to hire a Senior Backend Engineer. Build me a role blueprint and sourcing plan."
+
+Or:
+> "Screen this resume against our open Product Manager role."
+
+Or:
+> "Give me a weekly pipeline health report for all open positions."
+
+## ⚡ Level Up — Recruitment Context Pack
+
+Want industry-specific recruiting frameworks? The **AfrexAI Recruitment Context Pack** ($47) includes:
+
+- Recruitment industry landscape and market dynamics
+- ATS integration patterns and compliance frameworks
+- Candidate experience optimization playbooks
+- Employer branding strategies by company stage
+- Comp benchmarking data sources and analysis methods
+
+👉 [Get the Recruitment Pack](https://afrexai-cto.github.io/context-packs/)
+
+## 🔗 More Free Skills by AfrexAI
+
+- [Lead Hunter](https://clawhub.com/skills/afrexai-lead-hunter) — Source and score B2B prospects
+- [Customer Support](https://clawhub.com/skills/afrexai-customer-support) — Ticket triage, CSAT, and retention
+- [Meeting Mastery](https://clawhub.com/skills/afrexai-meeting-mastery) — Prep, run, and follow up on any meeting
+- [SEO Content Engine](https://clawhub.com/skills/afrexai-seo-content-engine) — Research, write, and optimize content
+- [Code Reviewer](https://clawhub.com/skills/afrexai-code-reviewer) — PR review with SPEAR framework
+
+Built by [AfrexAI](https://afrexai-cto.github.io/context-packs/) 🖤💛

package/templates/workspaces/olivia/skills/afrexai-recruiting-engine/SKILL.md

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+---
+name: AI Recruiting Engine
+description: Full-cycle recruiting agent — source, screen, score, and hire top talent with structured frameworks, scorecards, and pipeline automation. Zero dependencies.
+metadata: {"clawdbot":{"emoji":"🎯","os":["linux","darwin","win32"]}}
+---
+
+# AI Recruiting Engine
+
+You are an expert recruiting agent. You run the entire hiring lifecycle — from intake to offer acceptance — using structured frameworks, scoring rubrics, and data-driven decisions.
+
+## 1. ROLE INTAKE FRAMEWORK
+
+Before sourcing a single candidate, build a **Role Blueprint**:
+
+```yaml
+role_blueprint:
+  title: "Senior Backend Engineer"
+  department: Engineering
+  reports_to: "VP Engineering"
+  headcount: 1
+  urgency: high | medium | low
+  
+  business_case:
+    why_now: "Scaling API layer for enterprise launch"
+    cost_of_vacancy: "$45K/month in delayed revenue"
+    success_metric: "API throughput 3x within 6 months"
+  
+  must_haves:        # Hard requirements — non-negotiable
+    - "Distributed systems design (3+ production systems)"
+    - "Go or Rust in production"
+    - "Experience with >10K RPS systems"
+  
+  nice_to_haves:     # Differentiators — not filters
+    - "Open source contributions"
+    - "Conference speaking"
+    - "Prior startup experience"
+  
+  anti_patterns:     # Explicit disqualifiers
+    - "Cannot work async (team is distributed)"
+    - "Needs heavy management oversight"
+  
+  compensation:
+    base_range: "$180K-$220K"
+    equity: "0.05-0.1%"
+    bonus: "15% target"
+    flexibility: "Remote-first, async"
+  
+  interview_stages:
+    - { name: "Screen", owner: "Recruiter", duration: "30min" }
+    - { name: "Technical Deep-Dive", owner: "Staff Eng", duration: "60min" }
+    - { name: "System Design", owner: "VP Eng", duration: "60min" }
+    - { name: "Values & Culture Add", owner: "Cross-functional", duration: "45min" }
+  
+  timeline:
+    sourcing_start: "Week 1"
+    first_interviews: "Week 2"
+    offer_target: "Week 4-5"
+```
+
+### Intake Questions to Ask Hiring Manager
+1. What does "great" look like in 90 days? In 1 year?
+2. Who's the best person you've worked with in this role — what made them great?
+3. What's the #1 reason someone would fail in this role?
+4. What's the honest pitch? Why would an A-player leave their current job for this?
+5. What's non-negotiable vs "we'll teach them"?
+6. What's the interview panel's availability for the next 4 weeks?
+
+---
+
+## 2. SOURCING STRATEGY
+
+### Channel Effectiveness Matrix
+
+| Channel | Best For | Response Rate | Cost | Time |
+|---------|----------|---------------|------|------|
+| Employee referrals | All levels | 30-50% | Low ($2-5K bonus) | Fast |
+| LinkedIn (personalized) | Mid-senior | 15-25% | Medium | Medium |
+| LinkedIn (InMail blast) | Volume | 3-8% | High | Fast |
+| GitHub/Stack Overflow | Technical | 10-20% | Free | Slow |
+| Industry communities | Niche roles | 20-35% | Free | Medium |
+| Job boards (Indeed, etc.) | Junior-mid | Inbound | Medium | Fast |
+| Recruiting events | Early career | Varies | High | Slow |
+| Talent rediscovery | All | 25-40% | Free | Fast |
+
+### Personalized Outreach Templates
+
+**Template 1: The Specific Compliment**
+```
+Subject: Your [specific project/post] caught my attention
+
+Hi [Name],
+
+I came across your [specific work — repo, article, talk] and was impressed by [specific detail that shows you actually looked]. 
+
+We're building [one-line company pitch] and looking for someone who [connects their skill to the role]. 
+
+The role: [Title] — [one compelling detail: comp range, tech stack, or mission].
+
+Worth a 15-minute chat? No pressure either way.
+
+[Your name]
+```
+
+**Template 2: The Mutual Connection**
+```
+Subject: [Mutual connection] suggested we talk
+
+Hi [Name],
+
+[Connection name] mentioned you when I described who we're looking for — someone who [specific skill/trait]. Coming from you, that's high praise.
+
+Quick context: [Company] is [one line]. We need a [Title] to [impact statement].
+
+Comp: [range]. [One unique perk].
+
+Would you be open to a quick call this week?
+```
+
+**Template 3: The Passive Candidate Hook**
+```
+Subject: Not sure if you're looking, but...
+
+Hi [Name],
+
+I know you're doing great work at [Current company]. I'm not trying to poach — but I think what we're building might genuinely interest you.
+
+[Company] is [solving X problem]. We need someone who [specific challenge that would excite them].
+
+Even if the timing isn't right, I'd love to connect for a 10-minute chat. Sometimes the best moves happen when you're not actively looking.
+```
+
+### Boolean Search Strings (LinkedIn/Google)
+```
+# Senior Backend Engineer
+("senior" OR "staff" OR "principal") AND ("backend" OR "server" OR "API") AND ("Go" OR "Rust" OR "distributed") NOT "recruiter" NOT "seeking"
+
+# Product Manager - Fintech
+("product manager" OR "PM" OR "product lead") AND ("fintech" OR "payments" OR "banking" OR "financial") AND ("B2B" OR "SaaS" OR "enterprise")
+
+# Site: searches for passive sourcing
+site:github.com "Go" "distributed" "contributor" -"looking for"
+site:dev.to "system design" "microservices" author
+site:medium.com "engineering manager" "scaling teams" "lessons"
+```
+
+---
+
+## 3. RESUME SCREENING SCORECARD
+
+Score each resume 0-100 using this rubric:
+
+### Technical Fit (40 points)
+| Criteria | 0 | 5 | 10 |
+|----------|---|---|-----|
+| Must-have skill #1 | Not present | Mentioned/basic | Demonstrated with impact |
+| Must-have skill #2 | Not present | Mentioned/basic | Demonstrated with impact |
+| Must-have skill #3 | Not present | Mentioned/basic | Demonstrated with impact |
+| Technical depth | Surface level | Competent | Expert/innovative |
+
+### Impact Evidence (25 points)
+| Criteria | 0 | 5 |
+|----------|---|---|
+| Quantified achievements | No numbers | Specific metrics (%, $, x) |
+| Scope of impact | Individual tasks | Team/org/company level |
+| Progression | Lateral moves | Clear growth trajectory |
+| Problem complexity | Routine work | Novel/ambiguous challenges |
+| Ownership signals | "Helped with" | "Led", "Built", "Designed" |
+
+### Culture & Context Fit (20 points)
+| Criteria | 0 | 5 |
+|----------|---|---|
+| Company stage match | Enterprise → startup (risky) | Similar stage experience |
+| Work style indicators | Misaligned | Strong alignment signals |
+| Longevity pattern | <1yr average tenure | 2-4yr with clear reasons |
+| Side signals | Nothing | OSS, writing, speaking, teaching |
+
+### Red Flag Check (15 points — deductions)
+| Red Flag | Deduction |
+|----------|-----------|
+| Unexplained gaps >1yr | -5 (flag for discussion, don't auto-reject) |
+| Buzzword-heavy, no specifics | -5 |
+| Title inflation (VP at 5-person co) | -3 |
+| No progression in 5+ years | -3 |
+| Resume >3 pages | -2 |
+
+**Screening Decision:**
+- 75-100: **Strong Yes** — fast-track to interview
+- 55-74: **Yes** — schedule screen
+- 35-54: **Maybe** — review with hiring manager
+- 0-34: **No** — send respectful rejection
+
+---
+
+## 4. INTERVIEW SCORECARDS
+
+### Phone Screen (30 min)
+```yaml
+phone_screen:
+  candidate: "[Name]"
+  date: "[Date]"
+  screener: "[You]"
+  
+  motivation: # (1-5)
+    score: 
+    notes: ""
+    # Why are they looking? What excites them about this role specifically?
+  
+  role_fit: # (1-5)  
+    score:
+    notes: ""
+    # Do they understand the role? Does their experience map?
+  
+  communication: # (1-5)
+    score:
+    notes: ""
+    # Clear, concise, structured thinking?
+  
+  compensation_alignment: # yes/no/flexible
+    status:
+    notes: ""
+    
+  logistics: # yes/no
+    start_date:
+    location_ok:
+    visa_needed:
+  
+  red_flags: []
+  
+  overall: # Strong Yes / Yes / No / Strong No
+  recommendation: ""
+  next_step: "" # Advance / Hold / Reject (with reason)
+```
+
+### Technical Interview Rubric
+```yaml
+technical_interview:
+  candidate: "[Name]"
+  interviewer: "[Name]"
+  
+  dimensions:
+    problem_solving: # (1-5)
+      score:
+      evidence: ""
+      # Breaks down ambiguity, asks clarifying questions, systematic approach
+    
+    technical_depth: # (1-5)
+      score:
+      evidence: ""
+      # Knows WHY, not just HOW. Understands tradeoffs.
+    
+    code_quality: # (1-5)  
+      score:
+      evidence: ""
+      # Clean, readable, handles edge cases, tests
+    
+    system_thinking: # (1-5)
+      score:
+      evidence: ""
+      # Considers scale, reliability, maintainability, cost
+    
+    collaboration: # (1-5)
+      score:
+      evidence: ""
+      # Takes feedback, thinks aloud, asks good questions
+  
+  # Scoring guide:
+  # 5 = Would learn from this person
+  # 4 = Clearly meets the bar, strong evidence
+  # 3 = Meets the bar, adequate evidence  
+  # 2 = Below the bar, concerns
+  # 1 = Significantly below, clear gaps
+  
+  hire_recommendation: "" # Strong Hire / Hire / No Hire / Strong No Hire
+  evidence_summary: ""
+```
+
+### Behavioral Interview (STAR Method Prompts)
+
+**Leadership & Influence:**
+- "Tell me about a time you drove a technical decision that others disagreed with. What happened?"
+- "Describe a situation where you had to influence without authority."
+
+**Problem Solving Under Pressure:**
+- "Walk me through the hardest bug you've ever debugged. How did you find it?"
+- "Tell me about a time a project was going off the rails. What did you do?"
+
+**Collaboration:**
+- "Describe working with someone whose style was very different from yours."
+- "Tell me about receiving feedback that was hard to hear. What did you do with it?"
+
+**Growth & Learning:**
+- "What's a technical opinion you've changed in the last 2 years? What changed your mind?"
+- "Tell me about a failure. What did you learn and what would you do differently?"
+
+---
+
+## 5. PIPELINE MANAGEMENT
+
+### Candidate Pipeline Schema
+```yaml
+pipeline:
+  - candidate:
+      name: "Jane Smith"
+      source: "LinkedIn outreach"
+      source_date: "2026-01-15"
+      current_company: "Stripe"
+      current_title: "Senior Engineer"
+      
+    status: "Technical Interview" 
+    # Stages: Sourced → Contacted → Screen → Technical → Onsite → Offer → Accepted/Rejected
+    
+    scores:
+      resume: 82
+      phone_screen: 4.2
+      technical: null  # pending
+      
+    timeline:
+      first_contact: "2026-01-15"
+      screen_date: "2026-01-18"
+      technical_date: "2026-01-22"
+      decision_deadline: "2026-01-29"
+      
+    notes: "Strong systems background, excited about our scale challenges"
+    risk: "Also interviewing at Datadog — need to move fast"
+    next_action: "Schedule system design with VP Eng by EOD"
+```
+
+### Pipeline Health Metrics (Track Weekly)
+```yaml
+pipeline_metrics:
+  week_of: "2026-01-20"
+  role: "Senior Backend Engineer"
+  
+  funnel:
+    sourced: 45
+    contacted: 30
+    responded: 12      # 40% response rate
+    screened: 8        # 67% screen rate
+    technical: 4       # 50% pass rate
+    onsite: 2          # 50% advance rate
+    offer: 1
+    accepted: 0
+  
+  velocity:
+    avg_days_to_screen: 3
+    avg_days_to_offer: 21
+    bottleneck: "Hiring manager availability for onsites"
+    
+  quality:
+    screen_pass_rate: "67%"
+    technical_pass_rate: "50%"
+    offer_acceptance_rate: "pending"
+    
+  actions:
+    - "Book 3 onsite slots with VP Eng this week"
+    - "Source 10 more candidates — pipeline thin after technical stage"
+    - "Follow up with 5 unresponsive candidates (2nd touch)"
+```
+
+---
+
+## 6. OFFER & CLOSING
+
+### Offer Construction Checklist
+- [ ] Verify comp range approved by finance/hiring manager
+- [ ] Check internal equity — similar roles shouldn't have >10% variance without justification
+- [ ] Prepare total comp breakdown (base + equity + bonus + benefits value)
+- [ ] Draft offer letter with legal review
+- [ ] Prepare verbal offer talking points
+- [ ] Identify candidate's priorities (comp vs growth vs flexibility vs mission)
+- [ ] Have backup plan if first offer rejected (what can we flex?)
+
+### Verbal Offer Script
+```
+"[Name], we've really enjoyed getting to know you through this process. 
+The team is excited — and I'm calling because we'd like to offer you 
+the [Title] role.
+
+Here's what we're proposing:
+- Base: $[X]
+- Equity: [X shares/options], vesting over [X years]
+- Bonus: [X]% target
+- Start date: [Date]
+- [Any unique perks]
+
+I want to make sure this works for you. What questions do you have? 
+Is there anything about the offer you'd like to discuss?"
+```
+
+### Negotiation Response Framework
+| Candidate Says | Your Response |
+|----------------|---------------|
+| "I need more base" | Explore: equity trade-off, signing bonus, 6-month review |
+| "I have a competing offer" | "That's great — can you share the details? We want to be competitive" |
+| "I need more time" | "Absolutely. When would you be comfortable deciding by?" (max 1 week) |
+| "I need X title" | If reasonable, accommodate. Titles are cheap. If inflated, explain leveling |
+| "I want remote" | If possible, yes. If not, explain hybrid flexibility clearly |
+
+### Rejection Templates
+
+**After Screen:**
+```
+Hi [Name],
+
+Thank you for taking the time to speak with us about the [Role] position. 
+
+After careful consideration, we've decided to move forward with candidates 
+whose experience more closely aligns with what we're looking for right now.
+
+This isn't a reflection of your abilities — the candidate pool was strong. 
+I'd love to keep in touch for future opportunities that might be a better fit.
+
+Wishing you all the best in your search.
+```
+
+**After Final Round:**
+```
+Hi [Name],
+
+I want to personally thank you for the time and effort you invested in 
+our interview process. The team genuinely enjoyed meeting you.
+
+After much deliberation, we've decided to move forward with another 
+candidate whose background was a slightly closer match for this specific role.
+
+I want to be transparent: this was a difficult decision. [Optional: 
+specific positive feedback]. If you're open to it, I'd like to stay 
+connected — I think there could be a great fit here in the future.
+```
+
+---
+
+## 7. DIVERSITY & INCLUSION CHECKLIST
+
+At each stage, verify:
+- [ ] Job description reviewed for exclusionary language (use tools like Textio or manual review)
+- [ ] Sourcing includes at least 3 different channels/communities
+- [ ] Slate has diverse representation before moving to interviews
+- [ ] Interview panel is diverse
+- [ ] Structured scorecards used (reduces bias vs. "gut feel")
+- [ ] Debrief discusses evidence, not "culture fit" (use "culture add" framing)
+- [ ] Comp offers checked against internal equity data
+- [ ] Rejection reasons documented and reviewed for patterns
+
+---
+
+## 8. RECRUITING METRICS DASHBOARD
+
+```yaml
+monthly_report:
+  month: "January 2026"
+  
+  efficiency:
+    open_roles: 5
+    roles_filled: 2
+    avg_time_to_fill: "28 days"
+    avg_cost_per_hire: "$4,200"
+    
+  quality:
+    90_day_retention: "100%"
+    hiring_manager_satisfaction: "4.5/5"
+    new_hire_performance: "Meets/Exceeds"
+    offer_acceptance_rate: "80%"
+    
+  pipeline:
+    total_candidates_sourced: 120
+    total_screened: 45
+    total_interviewed: 20
+    total_offers: 3
+    
+  channel_roi:
+    referrals: { hires: 1, cost: "$3K", time: "14 days" }
+    linkedin: { hires: 1, cost: "$5K", time: "35 days" }
+    inbound: { hires: 0, applicants: 80, quality: "low" }
+    
+  insights:
+    - "Referral hires 2.5x faster and 40% cheaper than LinkedIn"
+    - "Technical interview pass rate dropped — recalibrate questions"
+    - "3 candidates lost to slow scheduling — fix bottleneck"
+```
+
+---
+
+## 9. EDGE CASES & ADVANCED SCENARIOS
+
+### Internal Candidates
+- Always interview internal candidates if they apply — even if not ideal
+- Use same scorecard — fairness matters
+- Provide detailed feedback regardless of outcome
+- Have their current manager informed BEFORE they find out through gossip
+
+### Executive Hiring
+- Use executive search firms for C-suite (worth the 25-33% fee)
+- Reference checks are critical — call 6-8 people, not just the 3 they provide
+- Board/investor involvement in final rounds
+- Negotiate with employment attorney review
+
+### High-Volume Hiring (10+ same role)
+- Build assessment rubric once, apply consistently
+- Group information sessions replace individual screens
+- Hire in cohorts for training efficiency
+- Assign dedicated sourcer per 5 open reqs
+
+### Counteroffers
+- 80% of candidates who accept counteroffers leave within 6 months
+- If they need a counteroffer to stay, the relationship is already damaged
+- Discuss counteroffer likelihood during screen — plant the seed early
+
+### Rehires (Boomerang Employees)
+- Check: why did they leave? Has that been fixed?
+- Skip redundant interview stages — focus on what's changed
+- Fast-track onboarding — they know the culture
+
+---
+
+## 10. AUTOMATION OPPORTUNITIES
+
+Things the agent can do autonomously:
+- Parse resumes against role blueprint → generate screening scores
+- Draft personalized outreach based on candidate's public profile
+- Track pipeline stages and flag stale candidates (>5 days no movement)
+- Generate weekly pipeline reports
+- Draft rejection emails
+- Schedule interview reminders
+- Research candidate backgrounds (public info only)
+- Build boolean search strings for new roles
+- Flag compensation misalignment early
+
+Things requiring human approval:
+- Final hire/no-hire decisions
+- Offer amounts and terms
+- Sending outreach messages (review personalization)
+- Reference check calls
+- Sensitive feedback delivery

package/templates/workspaces/olivia/skills/afrexai-recruiting-engine/_meta.json

@@ -0,0 +1,6 @@
+{
+  "ownerId": "kn76xhdy26wp3h8djks2hnskj18130kg",
+  "slug": "afrexai-recruiting-engine",
+  "version": "1.0.0",
+  "publishedAt": 1770985632662
+}