What problem does it solve? Recruiting workflows often advance candidates based on credentials, availability, or polished language rather than verified accomplishments and genuine career fit. This Skill applies Lou Adler's publicly documented performance-based and win-win hiring principles to review whether a proposed action, recommendation, or product flow is grounded in real job outcomes, comparable evidence, and candidate motivation. ## Core Features & Use Cases - Outcome-first review: Separates 'having' signals (titles, years, credentials) from 'doing' evidence (comparable accomplishments with context and results), and flags missing role outcomes instead of inventing them. - Structured review packet: Returns a verdict (pass, pass_with_changes, fail, or abstain), a 0-4 score, confidence level, findings with evidence locators, strengths, missing evidence, vetoes, and open questions. - Win-win career value testing: Evaluates whether a next action resolves real decision uncertainty and supports a durable first-year outcome rather than merely an accepted offer or scheduled meeting. - Use Case: A recruiter's tool proposes nudging a candidate toward an offer. Run this Skill to check whether the action connects the role's 6-12 month outcomes to the candidate's stated motivations, or whether it is just generic process advancement. ## Quick Start Use performance-outcome-fit to review whether this candidate recommendation and proposed next action support a credible win-win career move.
