AI Prompts for Recruiters

Write a complete job description for the following role:

Job title: [title]
Company: [company name] — [one line on what the company does]
Location / work model: [city / remote / hybrid]
Seniority: [junior / mid / senior / lead]
Reports to: [manager title]
Top 3-5 responsibilities: [list]
Must-have skills / experience: [list]
Nice-to-have skills: [list]
Salary range: [range or "omit"]

Structure the job description as:
1. A 2-3 sentence hook about the role and its impact
2. "What you'll do" — 5-7 bullet responsibilities
3. "What we're looking for" — must-have requirements
4. "Bonus points" — nice-to-haves
5. A short "Why join us" section (2-3 sentences)

Requirements:
- Write in second person ("you")
- Use inclusive, neutral language; avoid gender-coded or age-coded terms
- Avoid clichés like "rockstar", "ninja", or "work hard play hard"
- Keep the full job description under 400 words
- Do not invent benefits, salary, or company facts I did not provide

Write a short LinkedIn outreach message to a passive candidate:

Candidate name: [name]
Their current role: [title at company]
Something specific from their profile: [a project, skill, post, or achievement I noticed]
Role I'm hiring for: [title]
Company: [company + one-line pitch]
Why they're a fit: [1-2 reasons]
Standout selling point of the role: [comp / growth / mission / tech / remote]

Requirements:
- Open with a specific, genuine reason I reached out (not "I came across your profile")
- Keep it under 100 words — this is a first touch, not a job spec
- Make one clear, low-pressure ask (open to a quick chat?)
- Conversational and human; no corporate jargon or hype
- No fake flattery and no manufactured urgency

Then give me one alternative opening line (under 12 words) I can A/B test.

Create a phone screening question set for this role:

Role: [title]
Level: [junior / mid / senior]
Must-have skills: [list]
Key competencies to assess: [e.g., stakeholder management, coding, quota history]
Deal-breakers to rule out early: [e.g., work authorization, on-site requirement, salary expectations]

Produce:
1. 3 warm-up questions (motivation, why now, what they're looking for)
2. 6-8 role-specific questions that probe the must-have skills, each with a one-line "what a strong answer looks like" note underneath
3. 3 logistics questions (notice period, salary expectations, work authorization / location)
4. 2 prompts to invite their questions about the role

Requirements:
- Keep questions open-ended and behavioral where possible
- Ask about salary expectations, not salary history (salary-history questions are banned in many US states and cities)
- Do not include any question touching protected characteristics (age, marital status, health, religion, national origin)
- Format as a clean checklist I can work through live on a call

Create a structured interview scorecard for this role:

Role: [title]
Interview stage: [screen / hiring manager / panel / final]
Core competencies to evaluate: [list 4-6, e.g., technical depth, communication, ownership]
Company values to check for: [list 2-3]

For each competency, produce:
- A one-line definition of what "good" looks like for this role
- 2 sample interview questions to elicit evidence
- A 1-4 rating anchor (1 = clear miss, 4 = exceptional) describing what each score means

Then add:
- An overall recommendation scale (Strong No / No / Yes / Strong Yes)
- A section for evidence-based notes and "red flags / follow-ups"

Requirements:
- Keep it objective and evidence-based to reduce bias
- Format as a table or clean structured layout I can paste into an ATS or doc
- Do not include any criterion unrelated to job performance

Write a rejection email to a candidate:

Candidate name: [name]
Role they applied for: [title]
Stage they reached: [applied / phone screen / interview / final round]
Reason (for my context, not necessarily shared verbatim): [e.g., went with a candidate with more X; role on hold]
Do they get specific feedback?: [yes — include one point / no]
My name + company: [signature]

Requirements:
- Warm, respectful, and human; never templated-sounding
- Thank them specifically for their time (reference the stage they reached)
- Be clear and kind: no false hope, and no vague "we'll keep you on file" if it isn't true
- If feedback is included, keep it constructive and about the role, not the person
- Invite them to stay connected or apply to future roles if appropriate
- Keep it under 150 words
- Do not state any reason that could imply a protected characteristic

Write a job offer email to a candidate:

Candidate name: [name]
Role: [title]
Manager / team: [manager name, team]
Base salary: [amount]
Other compensation: [bonus / equity / commission — or omit]
Start date: [date or "flexible"]
Key perks worth highlighting: [remote, PTO, growth, etc.]
Contingencies (if any): [background check / references]
Deadline to respond: [date]
How to accept: [sign attached letter / reply / call]
My name + company: [signature]

Requirements:
- Lead with genuine enthusiasm about them joining specifically
- Summarize the key terms (title, comp, start date) in a short scannable list
- Note that the formal offer letter is the binding document, and that terms are contingent on any items listed above
- Give a clear next step and response deadline without pressure
- Warm, confident tone; under 200 words
- Do not invent salary, equity, benefits, or terms I did not provide

Build boolean search strings to source candidates for this role:

Role / target titles: [primary title + common variations]
Must-have skills / keywords: [list]
Nice-to-have keywords: [list]
Titles or terms to EXCLUDE: [e.g., recruiter, intern, student]
Location: [city / region or "remote"]
Target companies (optional): [list]

Produce:
1. A LinkedIn boolean string (using AND / OR / NOT and quoted phrases)
2. A Google X-ray string to find LinkedIn profiles (starting with site:linkedin.com/in)
3. A stricter "high-precision" variant and a broader "high-recall" variant
4. 5 alternative job titles or synonyms I might be missing

Requirements:
- Use correct boolean syntax with parentheses and quoted phrases
- Add a one-line note explaining what each string is optimized for
- Keep every string copy-paste ready

Write a concise weekly search update for a hiring manager or client:

Role: [title]
Days open: [number]
This week's activity: [# sourced, # contacted, # replied, # screened, # submitted]
Candidates in play:
- [name/initials] — [stage] — [one-line status]
- [name/initials] — [stage] — [one-line status]
Blockers or risks: [e.g., comp below market, slow feedback, narrow spec]
What I need from you: [feedback on X, decision on Y, referrals]

Requirements:
- Open with a 2-sentence summary of where the search stands
- Use a scannable format (short sections or bullets), not dense paragraphs
- Be honest about risks and propose a specific solution for each blocker
- End with clear asks and owners
- Professional and calm, no filler; under 250 words

Rewrite the job advertisement below to be more compelling and inclusive.

Target candidate: [who you most want to apply]
Tone: [professional / friendly / bold startup]
Constraints to keep: [must retain salary / specific requirements / legal disclaimers]

Job ad to rewrite:
"""
[paste current job ad]
"""

Requirements:
- Lead with the most compelling reason to want this job, not a company history lesson
- Cut jargon, filler, and inflated requirement lists; flag any "must-haves" that look like unnecessary barriers
- Use inclusive, neutral language; remove gender-coded and age-coded wording
- Keep it skimmable with short paragraphs and bulleted responsibilities
- Preserve any facts, salary, and legal text I marked to keep, and do not invent new claims
- Return the rewritten ad, then a 3-bullet summary of what you changed and why

Write a cold outreach email to a passive candidate:

Candidate name: [name]
Current role: [title at company]
Specific hook: [something from their background — a company, project, tech, or achievement]
Role I'm hiring for: [title] at [company + one-line pitch]
Top 2 reasons this could be worth their time: [comp / scope / growth / mission / remote]
How they can verify me: [my title, LinkedIn]

Requirements:
- Write a subject line under 6 words that earns the open (no clickbait)
- Keep the body under 120 words
- Open with the specific hook, not with me or my company
- Make one clear, easy ask (a 15-minute call, or "worth a conversation?")
- Give them an easy out and be respectful of their time
- Human and direct; no buzzwords, no fake urgency, no "amazing opportunity"

Write a candidate submittal summary to send to a hiring manager or client:

Candidate name: [name or initials]
Current title & company: [title, company]
Years of relevant experience: [number]
Role being submitted for: [title]
Top 3 reasons they fit: [list, tied to the job's must-haves]
Key achievements (with metrics if available): [list]
Availability / notice period: [detail]
Salary expectation: [amount]
Gaps or things to address proactively: [e.g., relocation, one missing skill]

Produce:
1. A 2-3 sentence executive summary ("why this candidate, why now")
2. A "Why they fit" section mapping their experience to the role's key requirements
3. A short highlights list of achievements
4. Logistics (availability, comp expectation, location / work model)

Requirements:
- Base every claim only on the details I provided; do not embellish or invent experience
- Address any gap honestly with context rather than hiding it
- Professional and confident, easy to skim; under 250 words

Create an intake / kickoff call agenda and question list for a new role I'm about to start sourcing for:

Role: [title]
Team / department: [detail]
Hiring manager: [name/title]
What I already know: [anything provided so far]

Produce a structured question list covering:
1. The role — day-to-day reality, why it's open, and what success looks like in 6-12 months
2. Must-haves vs. nice-to-haves — and which "requirements" are actually flexible
3. The ideal candidate profile — target companies, titles, and backgrounds to source from
4. Deal-breakers and non-negotiables
5. Compensation range, level, and approval status
6. Process — interview stages, panel, timeline, decision-makers, and expected feedback turnaround
7. Selling points — why a great candidate would say yes to this role

Requirements:
- Group questions under clear headings I can use live on the call
- Keep questions specific and open-ended
- Add a short "confirm before we end" checklist (comp, timeline, must-haves, next step)
- Flag any question whose answer I should get in writing