Hiring is high-stakes work. AI can save hours on the routine parts (writing job descriptions, drafting outreach, building scorecards) without taking over the parts that matter (judgment, fairness, candidate experience). Below are ten prompts that work for in-house recruiters, agency recruiters, and hiring managers running their own pipeline.
Write a job description for [ROLE TITLE] at [COMPANY TYPE/SIZE]. Inputs: top 5 day-to-day responsibilities, required experience, must-have skills, nice-to-haves, salary range (or band), location/remote. Format: opening hook (3 sentences about the role and team), what you'll do (5–7 bullets), what we're looking for (4–6 bullets), nice-to-have, what we offer, how to apply.
Rules: gender-neutral language. No "rockstar," "ninja," "guru," "willing to wear many hats." No years-of-experience requirements unless legally required. Salary range visible (avoid "competitive"). Inclusive of non-traditional career paths.
Write a sourcing DM to [ROLE] candidates for [COMPANY]. Tone: warm, specific, not template-y. Under 100 words. Include a placeholder for one specific observation about their work (NOT just job title). Lead with what's interesting about the role, not the company brand. End with a low-friction CTA — not "30 min call." Suggest a 2-question reply or async option.
ROLE/COMPANY:
[BRIEF DESCRIPTION]
Generate a 30-minute phone screen question set for [ROLE]. Goals: confirm baseline qualifications, get signal on their actual day-to-day at past roles (not just resume bullets), surface red flags, and assess communication. Mix question types: behavioral (3), technical/scenario (2–3), motivation (2), logistics (compensation, timeline, competing offers). Mark which questions are MUST vs OPTIONAL. Avoid yes/no and easily-rehearsed questions.
Build a structured interview scorecard for [ROLE]. Identify 4–6 core competencies. For each: a 1-sentence definition, 4 rubric levels (1-Strong concern, 2-Below bar, 3-Meets bar, 4-Exceeds bar) with observable behaviors, and 1–2 example behavioral questions to elicit signal. End with a calibration section (red flags, must-haves, deal-breakers). Format as a clean grid the panel can fill out independently.
Write a rejection email for a candidate who interviewed at [STAGE — e.g., final round, take-home, phone screen]. Tone: warm, respectful, brief. Include: thanks for time invested, the decision (clear, not buried), one specific reason (NOT "we went with someone more qualified" — say something real), encouragement to apply for future roles if appropriate, no boilerplate. Under 120 words. Avoid corporate-speak.
Write a status update email to a candidate currently in process. Inputs: their name, current stage, last activity date, what's happening behind the scenes, realistic next-step timing. Tone: honest about delays, no vague "still looking" language. Under 100 words. End with a specific commitment (e.g., "I'll have an answer by Tuesday").
DETAILS:
[PASTE]
Generate 5 LinkedIn/Google X-ray Boolean strings for sourcing [ROLE]. Required skills: [LIST]. Adjacent skills (would also work): [LIST]. Locations: [LIST or "remote"]. Each string should target a different angle: (1) tight match on title + skills, (2) broader title-loose with skills-strict, (3) people transitioning into this work, (4) candidates from competitor companies, (5) under-represented title variants. Annotate each with what it'll surface.
Generate an intake meeting agenda for a hiring manager kickoff for [ROLE]. Goal: get aligned in 30 min on what we're hiring for, not just the JD. Sections: (1) why this role exists, (2) success in 6 months — what does "great hire" mean, (3) deal-breakers vs nice-to-haves, (4) where similar people work today (sourcing leads), (5) interview panel and scorecard alignment, (6) timeline and process expectations. End with action items and follow-up cadence.
Build talking points for delivering a verbal offer to [CANDIDATE NAME] for [ROLE] at [COMP DETAILS]. Their motivations from interviews: [LIST]. Competing offers/risks: [LIST]. Build a script that: (1) leads with the role-fit reasons (not money), (2) walks through the comp clearly with no surprises, (3) addresses likely objections (counteroffer from current employer, equity questions, start date), (4) ends with a clear "what would help you say yes." Tone: warm but confident.
I'll paste 10–50 candidate summaries below. For [ROLE] requiring [TOP 3 MUST-HAVES], score each candidate 1–5 on each must-have, give a 1-line takeaway, and recommend "advance to phone screen," "hold," or "pass." Surface the top 5 to advance with a 1-paragraph rationale. Be honest about gaps. Don't grade on the curve.
CANDIDATE SUMMARIES:
[PASTE]