Start a conversation with a candidate by talent slug. Optionally send an initial message. If the conversation already exists, returns it. Use search_talent to find candidates first, then use their slug here. Requires employer authentication.
| Name | Required | Description | Default |
|---|---|---|---|
| message | No | Optional initial message to send with the conversation | |
| talent_slug | Yes | Talent slug of the candidate to message (from search_talent results) |
Does the description disclose side effects, auth requirements, rate limits, or destructive behavior?
With no annotations, the description discloses key behavior: it returns an existing conversation if present, and implies message sending via the optional parameter. It does not detail errors, rate limits, or side effects, but covers the most critical traits.
Agents need to know what a tool does to the world before calling it. Descriptions should go beyond structured annotations to explain consequences.
Is the description appropriately sized, front-loaded, and free of redundancy?
Two tight sentences with no fluff, front-loaded purpose, and clear prerequisites. Every word earns its place.
Shorter descriptions cost fewer tokens and are easier for agents to parse. Every sentence should earn its place.
Given the tool's complexity, does the description cover enough for an agent to succeed on first attempt?
For a 2-parameter tool with no output schema, the description covers the main use case, prerequisites, and the existing-conversation behavior. It doesn't explain the return object shape, but that is a minor gap for this simple tool.
Complex tools with many parameters or behaviors need more documentation. Simple tools need less. This dimension scales expectations accordingly.
Does the description clarify parameter syntax, constraints, interactions, or defaults beyond what the schema provides?
Schema coverage is 100%, so the schema already documents both parameters. The description adds minimal value beyond the schema, only restating the talent slug and message purpose.
Input schemas describe structure but not intent. Descriptions should explain non-obvious parameter relationships and valid value ranges.
Does the description clearly state what the tool does and how it differs from similar tools?
Clear verb+resource: 'Start a conversation with a candidate by talent slug.' It explicitly mentions the optional initial message and is distinct from siblings like send_message and get_conversation.
Agents choose between tools based on descriptions. A clear purpose with a specific verb and resource helps agents select the right tool.
Does the description explain when to use this tool, when not to, or what alternatives exist?
Explicitly instructs to use search_talent first and then use the slug. It also states the authentication requirement. This provides clear when-to-use context.
Agents often have multiple tools that could apply. Explicit usage guidance like "use X instead of Y when Z" prevents misuse.
Add one secure layer between your agents and this server.
Each tool targets a distinct resource and action: job posting vs job browsing vs job management vs company management vs talent search vs profile editing vs messaging vs application tracking. Even similar tools like get_companies and search_companies are clearly differentiated by purpose and parameters. Overlapping concepts (e.g., post_job_public vs create_company_job) have explicit differences in authentication and cost.
All tools use snake_case and follow a verb-first pattern (add_, get_, create_, update_, delete_, search_, list_, send_, etc.). There are minor deviations like 'show_company_job' instead of 'get_company_job' and 'mark_message_read' which is a verb+noun+adjective, but the overall style is consistent and predictable across the 41 tools.
With 41 tools, this is well into the 'too many' range (25+). While the breadth reflects a comprehensive jobs platform, the number is excessive for an agent to efficiently navigate. Many tools could be consolidated (e.g., profile management could merge add_education/add_experience/update_profile, or company perks could be combined with profile updates). The tool count detracts from usability.
The tool set covers the full lifecycle: job posting (create, update, delete, list), job discovery (browse, search, related), company management (profile, perks, tech stack), talent search and messaging, application tracking (save, get, remove, update status), and data analytics (salary, statistics). Minor gaps exist—no delete/update for education or experience, no explicit 'close job' action—but these are edge cases and agents can work around them.