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recruiter_context

Представьтесь: компания, имя, роль. Кандидат увидит, кто им интересуется, а вам откроются контакты (get_contacts). Укажите email, под которым вошли. / Introduce yourself to unlock contacts.

Input Schema

TableJSON Schema
NameRequiredDescriptionDefault
nameNoИмя рекрутёра
roleNoРоль/должность
emailYesEmail рекрутёра (ключ лида)
notesNoЗаметки: что ищете, контекст
companyNoКомпания
candidateNoSlug кандидата (из search_candidates). В личном режиме не обязательно: отправьте null или не передавайте параметр.

TDQS

A4.3/5.0
Behavior4/5

Does the description disclose side effects, auth requirements, rate limits, or destructive behavior?

With no annotations provided, the description carries the behavioral burden. It discloses that the candidate will see who is interested, that contact access becomes unlocked, and that the email must be the one used to log in. It does not address reversibility or persistence, but the key side effects are clearly surfaced.

Agents need to know what a tool does to the world before calling it. Descriptions should go beyond structured annotations to explain consequences.

Conciseness4/5

Is the description appropriately sized, front-loaded, and free of redundancy?

The description is short and front-loaded, leading with the core action and immediate benefit. The English clause is a faithful restatement of the Russian sentence rather than new content, creating minor redundancy but no meaningful bloat.

Shorter descriptions cost fewer tokens and are easier for agents to parse. Every sentence should earn its place.

Completeness4/5

Given the tool's complexity, does the description cover enough for an agent to succeed on first attempt?

For a six-parameter tool with full schema descriptions and no output schema, the description covers the essential context: what the tool does, what the candidate perceives, and what access is unlocked. The main omission is any statement about the return value, which is a minor gap for a setup-style action.

Complex tools with many parameters or behaviors need more documentation. Simple tools need less. This dimension scales expectations accordingly.

Parameters4/5

Does the description clarify parameter syntax, constraints, interactions, or defaults beyond what the schema provides?

Schema coverage is 100%, so the baseline is 3. The description adds valuable semantic nuance beyond the schema: email must be the account you logged in with, and company/name/role together form the identity shown to the candidate.

Input schemas describe structure but not intent. Descriptions should explain non-obvious parameter relationships and valid value ranges.

Purpose5/5

Does the description clearly state what the tool does and how it differs from similar tools?

The description states a specific verb-resource pair: introduce yourself and unlock recruiter context/contacts. It also clearly references the sibling tool get_contacts as the outcome, making it easy for an agent to distinguish this setup action from the contact-fetching tool.

Agents choose between tools based on descriptions. A clear purpose with a specific verb and resource helps agents select the right tool.

Usage Guidelines4/5

Does the description explain when to use this tool, when not to, or what alternatives exist?

The description frames the tool as a prerequisite for get_contacts: 'вам откроются контакты (get_contacts)' tells the agent when to invoke it. It does not explicitly say when not to use it or describe alternative paths, so it falls just short of full guidance.

Agents often have multiple tools that could apply. Explicit usage guidance like "use X instead of Y when Z" prevents misuse.

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TDQS

A3.9/5.0
Disambiguation5/5

Each tool targets a distinct candidate resource or workflow step: profile, resume, conditions, contacts, FAQ, references, interview, assessment, vacancy matching, and messaging are clearly separated. Even similar get_* tools are differentiated by description, and ask_about_experience is explicitly a targeted query rather than a full document.

Naming Consistency4/5

Most tools follow a clear imperative get_/send_/manage_/match_/message_ pattern, making the set predictable. The exceptions are 'assessment' and 'recruiter_context', which are noun-only names and break the verb-led convention, though the lowercase snake_case style is consistent throughout.

Tool Count5/5

Thirteen tools is well within the ideal range for a recruiting-focused server. Each tool covers a meaningful step in the candidate engagement workflow, from initial context and profile retrieval to vacancy sending, matching, interviewing, and assessment, with no obvious bloat.

Completeness4/5

The core candidate lifecycle is well covered: viewing candidate information, contacting them, sending vacancies, matching against job descriptions, proposing interviews, and managing assessments. Minor gaps exist around post-assessment progression, explicit offer/rejection handling, and broader pipeline or status management, but agents can mostly work around these.

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