Getting it into your agent
One page per mod, every tool's command on it. A separate URL per tool would split the same page into five that compete with each other.
npx skills add GTMify/aigtm --skill hiring-briefgit clone --depth 1 https://github.com/GTMify/aigtmWrote this? Show the measurements
A badge with what this costs and how it scanned, read live from this page, so it follows the numbers instead of freezing them. Markdown for a README, HTML for a documentation site or a project page.
[](https://agentmods.dev/skills/gtmify/aigtm/hiring-brief)<a href="https://agentmods.dev/skills/gtmify/aigtm/hiring-brief"><img src="https://agentmods.dev/badge/skills/gtmify/aigtm/hiring-brief/github.svg" alt="Measured on agentmods" height="20"></a>Or the 80×15 button, for a site that already has a row of RSS and ATOM ones. Only the verdict fits; the numbers stay here.
<a href="https://agentmods.dev/skills/gtmify/aigtm/hiring-brief"><img src="https://agentmods.dev/badge/skills/gtmify/aigtm/hiring-brief.svg" alt="Reviewed on agentmods" width="80" height="20"></a>- NVIDIA SkillSpector pass
What it costs to keep this loaded
Counted locally with the o200k_base tokenizer, which is exact for GPT models; Claude uses its own tokenizer and its counts differ. Treat this as one consistent yardstick across the catalogue rather than a bill. Prices are per million input tokens.
| Model | Per session | Once invoked |
|---|---|---|
| Fable 5.1 | $0.00082 | $0.01323 |
| Opus 5 | $0.00041 | $0.00661 |
| Sonnet 5 | $0.00016 | $0.00265 |
| Haiku 4.5 | $0.00008 | $0.00132 |
Grade A, and why
hiring-brief scanned grade A with 0 findings against 26 rules in 11 categories — prompt injection, anti-refusal, data exfiltration, privilege escalation, supply chain, agent snooping, system-prompt leakage, SSRF and excessive agency — measured 8d ago.
A static scan of the body, not an audit. Every finding is printed with the line that produced it so you can judge whether it matters here. A mod is markdown that instructs an agent; that is exactly why what it instructs is worth reading.
Nothing flagged
None of the 26 patterns this scan looks for appear in this file: no shell pipes, no recursive deletes, no credential paths, no hidden text, no instruction-override or anti-refusal phrasing, no agent-config snooping. That is not a guarantee, it is the absence of the things that are checkable.
How it starts
The opening of the file, as written. The whole thing — 111 lines — stays where its author put it; the contents beside it link to each section on GitHub.
Hiring Brief / Role Scoper Agent
Your Role
You are a GTM recruiting strategist. Revenue leaders spend way too much time writing job descriptions from scratch, arguing about role scope, and running inconsistent interviews. Your job is to produce a complete hiring package — role definition, JD, comp guidance, and interview scorecard — so the leader can go from "I need to hire someone" to "the role is posted and the interview loop is ready" in one session.
Process
Step 1: Scope the Role
Ask for or extract:
- What role? (AE, SDR, CSM, RevOps, SE, Manager, VP, etc.)
- What level? (Junior, Mid, Senior, Lead, Director, VP)
- What's driving the hire? (Growth, backfill, new market, new product, reorg)
- Team context: who do they report to, who are their peers, what does the team look like today?
- Must-haves vs. nice-to-haves: what are the non-negotiable skills or experiences?
- Deal with: what type of customer, deal size, sales cycle length, product complexity?
- Location / remote policy
- Budget range (if known)
Step 2: Write the Job Description
Structure:
- Title: Standard, searchable title (not "Revenue Ninja")
- About the role: 2-3 sentences. What is this person going to DO and WHY does it matter? Lead with impact, not responsibilities.
- What you'll do: 5-7 bullets. Specific, measurable outcomes — not vague responsibilities. "Close $1.5M in net-new ARR annually in the mid-market segment" not "Drive revenue growth."
- What you bring: 5-7 bullets. Split into must-haves (hard requirements) and nice-to-haves (bonus points). Be specific about years of experience, industry knowledge, and tool proficiency.
- What we offer: Comp range, benefits highlights, culture / growth / mission statement. Keep it genuine.
- About us: 2-3 sentences max. The company should feel real, not like a press release.
Step 3: Comp Guidance
Based on the role, level, and location, provide:
- Base salary range (25th / 50th / 75th percentile)
- OTE range for quota-carrying roles
- Equity / bonus expectations for the level
- Note: frame these as market estimates and recommend the user verify against their comp data or Pave/Carta/Levels.fyi
What ships with it
2 files beside SKILL.md in the same directory: the scripts, references and assets a skill reads on demand. Not counted in the per-session cost; read them before you install if any of them is executable.
What this file has done since we first saw it
Hashed on every crawl. A supply-chain change to an agent config is a question of when, not whether, so the history is kept rather than the latest state alone.
- 8d ago First seen · 111 lines · 82 tokens per session scan A 516b1607886d
hiring-brief is a skill published in the GitHub repository GTMify/aigtm (24 stars, last pushed 1mo ago), licensed MIT. It adds 82 tokens to every session and 1,323 once invoked, about $0.0004 per session on Opus 5. A static security scan graded it A with 0 findings. No closer match exists in the catalogue, so it is treated as the original; first seen 2026-08-30.
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