Welcome to The Hero 🗞️. This is approximately a 2.5-minute read.

Every AI mo breaks the same way.

The first five candidates are always great - sharp research, unique angles, and outreach that actually sounds human.

But by candidate 10, it starts recycling.

Same insights.

Same outreach angles.

Same "I noticed your work at…" opener - just pointed at a different name.

By candidate 15, you can't tell one brief from another.

And that's just the research stage.

The outreach is worse.

By touch three, every email reads like the same LinkedIn InMail you delete without opening.

The screening scores on keywords instead of actual qualifications…

And when it doesn't know something, it doesn't flag it - it makes it up.

👉️ The problem was never AI. It was the model behind it.

Opus 4.7 is the first one that holds up.

The writing stays sharp across an entire sequence.

The research stays differentiated across hundreds of candidates.

And the screening scores on actual evidence - and when it's unsure, it says so instead of making something up.

The full breakdown is just below - don’t miss it! 😉

Here are some of the best links I’ve found since last time I emailed you: 

10 Proven Employee Retention Strategies for 2026 and Beyond. (link)

2025 Retention Report: Employee Turnover Insights and Trends (link)

The State of Job Descriptions: Trends, Best Practices & AI-Powered Optimization (link)

10 Tips for Using Inclusive Language in Job Descriptions (link)

The Best AI Recruiting Tools for 2026 (link)

AI in Recruiting (2026): What to Automate and What Not To (link)

2026 Recruiting Trends: What's Shaping the Year Ahead (link)

Stop searching by title. 

This workflow builds your ideal candidate profile - who you're actually looking for, what signals matter, and where those people show up online.

15 candidate briefs, ranked by likelihood to respond.

Each one maps their team, surfaces outreach angles, and finds technical footprints like GitHub repos - so your first message has something real to reference.

5-touch email + LinkedIn, personalized per candidate.

Every message references something specific they've done, said, or shipped.

That’s why we're seeing 20-35% reply rates vs. the 2-4% industry average.

Most outbound emails die in the inbox. The candidate never even opens them.

This workflow generates 20 subject lines per campaign and ranks them by predicted performance - so you're testing, not guessing.

We've hit 81% open rates with this.

Scores every resume against your ideal candidate profile.

Self-verifies before presenting results.

If the evidence isn't there, it says so - no more hallucinations.

AI-generated applications are everywhere - polished, keyword-perfect, and hollow.

This catches fabricated experience, inflated skills, and AI-written resumes before they eat your interview slots.

A 7-section document you send to the candidate after the first call - tailored to their motivations, concerns, and what they're actually weighing.

This is the closer, and what will set your opportunity apart.

Full outbound plan built in one session.

Target lists, sequences, timeline, metrics.

Every prompt included.

Set up once. Run forever.

→ Get the full Opus 4.7 Recruiting Workflow here

A decade of recruiting methodology - distilled into 8 prompts.

The prompts are free and the setup takes an afternoon.

You have the system.

You have the prompts.

Now go make your first hire with them.

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There are a few ways:

Or you can just reply to this email.

I reply to absolutely everyone who writes me back 🙂