diff --git a/.claude/skills/job-scraper/SKILL.md b/.claude/skills/job-scraper/SKILL.md
index 5a44d65..4ae0c14 100644
--- a/.claude/skills/job-scraper/SKILL.md
+++ b/.claude/skills/job-scraper/SKILL.md
@@ -122,10 +122,34 @@ For each new job, do a rapid fit check (NOT the full evaluation from `04-job-eva
 }
 ```
 
-`/rank` extends this schema additively: ranked entries also carry `rank_score` (0–100 overall score), `rank_verdict` (fit band, e.g. "strong fit"), and `rank_date` (ISO date of ranking). The `status` field is set to `"ranked"`. Do not drop these fields when re-writing entries.
+`/rank` extends this schema additively: ranked entries also carry `rank_score` (0–100 overall score), `rank_verdict` (fit band, e.g. "strong fit"), and `rank_date` (ISO date of ranking). The `status` field is set to `"ranked"`. Do not drop any of these fields when re-writing entries.
 
 2. Only present jobs NOT already in the seen list or tracker.
 
+### Step 4.5: Generate Referral Contact Links (High & Medium Fit Only)
+
+For every job from this run with `fit` of **high** or **medium** (skip low-fit jobs),
+build two LinkedIn people-search URLs so the user can find a recruiter or team member to
+reach out to for a referral or a warm intro. This is deliberately a link-generation step,
+not an automated lookup: no scraping, no third-party API, zero runtime dependencies or
+credentials required.
+
+**A. Recruiters / Talent Acquisition (the referral path)**
+```
+https://www.linkedin.com/search/results/people/?keywords=<url-encoded "<Company Name> recruiter">&origin=GLOBAL_SEARCH_HEADER
+```
+
+**B. Role/team peers (informational-outreach / warm-intro path)**
+```
+https://www.linkedin.com/search/results/people/?keywords=<url-encoded "<Company Name> <role keyword>">&origin=GLOBAL_SEARCH_HEADER
+```
+Use a short keyword drawn from the posting's title for `<role keyword>` - e.g. a posting
+titled "AI Program Manager" becomes `"<Company Name> AI Program Manager"`.
+
+Both links are for the user to open and browse themselves - never fetch or scrape the
+LinkedIn people-search result pages programmatically. Never fabricate contacts or claim a
+specific person was found; these are search links, not results.
+
 ### Step 5: Present Results
 
 Present new jobs in a table sorted by fit (high first):
@@ -144,6 +168,12 @@ For each high-match job, add 2-3 bullet points:
 - Why it matches your profile
 - Key requirements to check
 - Any red flags
+
+### Contacts
+For each high/medium-fit job from Step 4.5, add a short contacts block with the two
+LinkedIn search links:
+- Recruiters/TA search link, for the referral path
+- Role/team-peer search link, for the warm-intro / informational-outreach path
 ```
 
 After presenting, ask:
@@ -167,3 +197,4 @@ If the user decides to apply to any job, add a row to `job_search_tracker.csv`.
 4. **Only open positions.** Skip postings with expired deadlines or those marked as closed.
 5. **Be efficient with detail fetches.** Don't run `detail` or WebFetch on every search hit — pre-filter by title/snippet, then fetch only promising matches.
 6. **Parallel searches.** Run portal CLI searches in parallel; use WebSearch only for gaps the CLIs don't cover.
+7. **No automated people lookups.** Referral contacts (Step 4.5) are LinkedIn search links only - never fetch or scrape LinkedIn people-search result pages programmatically.