AI Prompts for HR

(where they spend time online/offline). 3. Under

**Persona:** You are a master-level sourcing specialist who is an expert in crafting complex Boolean search strings for platforms like LinkedIn Recruiter and SeekOut. **Context:** I need to find a **Senior Product Manager** with experience in AI-powered consumer mobile apps. The candidate must have worked at a company with over 10 million daily active users (DAU). They need at least 5 years of total PM experience and direct experience with A/B testing and monetization features. **Task:** Generate five distinct, advanced Boolean search strings for this role. 1. One string should be a general, comprehensive search. 2. One should focus specifically on candidates from top-tier consumer tech companies (e.g., TikTok, Meta, Snap, Tinder). 3. One should target candidates with experience in subscription or in-app purchase monetization models. 4. One should look for candidates who have published articles or spoken at conferences about product management. 5. One should be a "negative" search, excluding candidates with titles like "Project Manager" or "Program Manager" and those from B2B or enterprise software backgrounds.

(e.g., GitHub, a specific Discord server),

section that sells the opportunity. 2. Use clear, gender-neutral language and avoid corporate jargon and hyperbolic terms ("ninja," "rockstar"). 3. Separate

, should list the exact text you identified. 3. The second column,

**Persona:** You are a recruiting coordinator and expert copywriter, skilled at drafting concise, compelling, and personalized outreach messages that achieve high reply rates. You avoid generic templates. **Context:** I need to contact a passive candidate, [[Candidate Name]], for a [[Job Title]] role. - **My Company:** [[Briefly describe your company and its mission]] - **The Role:** [[Briefly describe the core opportunity]] - **Candidate's Background:** [Paste the candidate's LinkedIn headline, a recent project they worked on, or an article they wrote. e.g., 'Led the redesign of the iOS app at Acme Corp, resulting in a 15% DAU increase.'] **Task:** Draft three distinct outreach message variations for LinkedIn. 1. **Variation 1 (The Project Hook):** Reference their specific project and connect it to a challenge or opportunity in our role. 2. **Variation 2 (The Mission Hook):** Align our company's mission with a value or interest evident from their profile. 3. **Variation 3 (The Ultra-Short Hook):** A two-sentence, mobile-friendly message that is direct and respectful of their time. Each message must be under 100 words and end with a clear, low-friction call to action (e.g., "Open to a 15-minute chat next week?").

**Persona:** You are a talent engagement specialist who designs automated yet personalized outreach sequences. **Context:** I have sourced a list of 50 passive candidates for a **Senior Data Scientist** role. I will be using an email automation tool. The initial outreach message has been sent. **Task:** Design a 3-step follow-up sequence for candidates who do not reply to the first email. 1. **Touchpoint 2 (Day 3):** A short reply to the original thread. The goal is to provide a new piece of information (e.g., a link to our tech blog, a recent funding announcement). 2. **Touchpoint 3 (Day 7):** A new email with a different subject line. The angle should be about a specific, interesting technical challenge the role is solving. 3. **Touchpoint 4 (Day 14):** The "break-up" email. It should be polite, assume they are not interested, and leave the door open for future contact. Write the full subject line and body copy for all three emails. Keep them concise and non-pushy.

[Insert 1 sentence of specific feedback, e.g., "While the team was impressed with your strategic thinking, we decided to move forward with candidates who had more direct experience in the B2B SaaS space."]

**Persona:** You are an Industrial-Organizational Psychologist specializing in designing valid and reliable selection processes. You focus on creating structured, competency-based interview materials that reduce bias. **Context:** We are hiring a **Customer Success Manager**. The key competencies for this role are: `Empathy`, `Problem-Solving`, `Proactive Communication`, and `Technical Aptitude` (specifically with SaaS tools). The interview will be a 45-minute video call. **Task:** Create a structured interview scorecard in a markdown table. - **Column 1: Competency:** List the four key competencies. - **Column 2: Behavioral Question:** For each competency, write one primary behavioral question (e.g., "Tell me about a time when...") and one follow-up question. - **Column 3: Look-Fors (Positive Indicators):** List 2-3 bullet points describing what a great answer would include. - **Column 4: Look-Fors (Negative Indicators):** List 2-3 bullet points describing what a weak answer would include. - **Column 5: Rating (1-5):** A placeholder for the interviewer's score.

Generate 5 behavioral interview questions for a [[Job Title]] role, targeting the competency of [[Specific Competency, e.g., 'Dealing with Ambiguity']].

Design a brief, respectful take-home assignment for a [[Job Title]] role. The assignment should take no more than 2 hours to complete. It should simulate a real-world task, such as [Example Task, e.g., 'analyzing a small dataset and providing 3 recommendations']. Include the context, the data/materials needed, the specific deliverable required, and the evaluation criteria the hiring team will use.

Create a one-page prep document for an interviewer who is about to speak with a candidate for the [[Job Title]] role. The document should include: the candidate's name, a link to their resume, the specific competencies the interviewer should focus on, a list of 3-4 suggested questions, and a reminder to leave 5-10 minutes for candidate questions.

Create a 30-60-90 day plan template for a new [[Job Title]]. Structure it in a markdown table with three sections: `First 30 Days (Learning)`, `First 60 Days (Contributing)`, and `First 90 Days (Owning)`. For each section, list 3-5 key goals or activities related to learning the business, building relationships, and achieving early wins.

**Persona:** You are a manager providing constructive feedback. You use the Situation-Behavior-Impact (SBI) model. **Context:** An employee named [[Employee Name]] is great at their core tasks but often misses deadlines on collaborative projects. **Task:** "Draft a paragraph of constructive feedback for a performance review using the SBI model. **Situation:** 'On the Q3 marketing report...' **Behavior:** 'The data analysis portion was submitted two days past the deadline...' **Impact:** 'This delayed the design team and caused us to miss our initial launch date...'

Generate 10 questions for an anonymous employee engagement pulse survey. Include 5 questions on a Likert scale (1-5) and 5 open-ended questions. The questions should cover topics like `Workload`, `Manager Support`, `Career Growth`, and `Company Culture`.

Our team just completed a difficult, 6-month project successfully. We have a budget of $50 per person for a team of 8. Brainstorm 5 creative, non-generic ways to recognize and reward the team's effort.

Explain [[Compliance Topic, e.g., 'NYC Local Law 144']] as you would to a hiring manager who has never heard of it. Focus on the practical implications: what does it mean for our hiring process, what are we required to do, and what are the risks of non-compliance? Keep it under 200 words.

Draft a simple `Work From Home Policy` for a small company that is new to remote work. The policy should cover expectations for `Work Hours & Availability`, `Home Office & Equipment`, and `Security`. Use clear, simple language." **Disclaimer:** This is a starting point and must be reviewed by a legal professional.

I have a dataset of employee information in a CSV file with the columns: `Employee_ID`, `StartDate`, `TerminationDate`, `Department`, `Role`, `PerformanceRating_2025`. I want to calculate the annual attrition rate by department for 2025. Write the Python code using the pandas library to perform this calculation.

Act as an expert technical recruiter specializing in AI talent. I am hiring a "Senior Machine Learning Engineer." My company is a 500-person B2B SaaS firm in the logistics industry. The ideal candidate has 5-8 years of experience, expertise in Python, TensorFlow, and deploying models on AWS. Based on this, do the following: 1. List 10 "hidden gem" skills or experiences that a top-tier candidate might have but that might not be on a standard job description (e.g., "contributor to a specific open-source library," "experience with real-time fleet data"). 2. Identify 5 adjacent roles where a great candidate might currently be working (e.g., "Quantitative Analyst," "Data Scientist in a research lab"). 3. Suggest 3 conferences or publications this person likely follows.

Act as a senior recruiter. Draft a concise, compelling, and highly personalized outreach email (under 150 words) to a passive candidate for a "Senior Machine Learning Engineer" role. **Candidate Context:** - Name: Dr. Evelyn Reed - Current Role: Lead Data Scientist at "Global Logistics Corp" - Key Accomplishment: Published a paper on "Optimizing Delivery Routes with Reinforcement Learning" at NeurIPS 2024. - GitHub: Contributor to the open-source "PyRoute" library. **My Company Context:** - "ShipFast AI," a 500-person B2B SaaS company. - We are building a new predictive logistics engine. - The hiring manager is Dr. Kenji Tanaka, who also has a background in reinforcement learning. Draft an email that directly references her specific paper and GitHub contributions and connects them to the work we are doing. Mention the hiring manager by name. The tone should be peer-to-peer, respectful, and focused on the technical challenge, not generic HR-speak.

Act as a senior technical recruiter for a Series B fintech startup. Your persona is knowledgeable, direct, and respectful of the candidate's time. Your Goal: Write a compelling, personalized, and concise outreach email (under 150 words) to a senior software engineer for a 'Lead Backend Engineer (Payments)' role. Candidate's Profile (Context): - Name: Jane Doe - Current Role: Senior Software Engineer at a large e-commerce company. - Key Project on GitHub: "flow-state-processor," an open-source library for managing complex payment state machines in Go. It has 500+ stars. - Experience: 8 years, primarily with Go, Kafka, and distributed systems. Job Description (Context): - Role: Lead Backend Engineer (Payments) - Company: We are building a new real-time payment processing platform from the ground up. - Tech Stack: Go, gRPC, Kafka, Kubernetes, CockroachDB. - Key Challenge: Designing and building a highly reliable, scalable system to handle millions of transactions. Instructions: 1. Start with a subject line that is specific and intriguing. 2. In the first sentence, directly reference her "flow-state-processor" project on GitHub. Show you've done your research. 3. Briefly connect her specific experience with Go and distributed systems to the core challenge of our role. 4. The call to action should be a low-friction question, like "Open to a brief chat to hear more?" 5. Do not use generic recruiter buzzwords like "exciting opportunity" or "perfect fit.

You are an AI scheduling assistant for the company 'Innovate Inc.' Your persona is "Alex" — professional, efficient, and friendly. When a candidate for the "Senior Product Manager" role is ready to be scheduled for their "45-minute Hiring Manager Screen" with Priya Sharma, use the following rules: 1. **Availability:** Only offer times during Priya's designated "interview blocks" on her calendar, which are Tuesdays and Thursdays from 2:00 PM to 4:00 PM EST. 2. **Buffer:** Ensure a 15-minute buffer before and after each interview. 3. **Communication:** Send the confirmation email from '[email protected]' using the template 'Hiring Manager Screen Confirmation'. Send an SMS reminder 24 hours before the interview. 4. **Fallback:** If no slots are available in the next 7 business days, notify the recruiter, David Chen, immediately.

Act as a senior technical recruiter for a 150-person B2B SaaS company ("Acme Corp") that values collaboration, ownership, and customer obsession. Our brand voice is direct, professional, and confident. Generate a complete job description for a **Senior Backend Engineer (Node.js)**. **Context:** - The role is fully remote within the United States. - This person will join the "Core Platform" squad, responsible for maintaining and scaling our primary API, which handles 10 million requests per day. - Key project for the first year: Decompose a monolithic service into a microservices architecture. - The team uses Node.js, TypeScript, PostgreSQL, AWS (Lambda, SQS, ECS), and Terraform. - We need someone who can mentor junior engineers and lead architectural discussions. **Instructions:** 1. Create the following sections: About the Role, What You'll Do, What We're Looking For, Nice to Haves, and Compensation & Benefits. 2. In "What You'll Do," focus on the impact and outcomes, not just tasks. 3. In "What We're Looking For," prioritize skills and demonstrated experience over specific years of experience. 4. Ensure the entire description is inclusive, avoiding corporate clichés, gendered language, and ableist metaphors. 5. Include the salary range: **$165,000 - $190,000 USD**.

Act as a senior people analytics specialist. I am providing you with a CSV file containing the last 12 months of anonymized exit interview data. The columns are: 'EmployeeID', 'Department', 'TenureInMonths', 'ManagerID', 'ReasonForLeaving_Category', and 'QualitativeFeedback'. Analyze this data to identify the top 3 drivers of voluntary attrition. 1. Quantify the primary reasons for leaving by department. 2. Perform a sentiment analysis on the 'QualitativeFeedback' column and summarize the key themes. 3. Identify if any specific 'ManagerID' is correlated with higher-than-average attrition in their department. 4. Present your findings as a concise executive summary followed by three recommended actions for the HR leadership team.

1. **Bias Audit:** "Can you provide a copy of your most recent independent bias audit conducted for compliance with NYC Local Law 144? Who was the independent auditor?" 2. **Disparate Impact:** "What methodology does your tool use to monitor for adverse impact against protected groups under Title VII? How does the tool alert us if a selection rate falls below the four-fifths rule?" 3. **Explainability:** "If your tool flags a candidate as 'not a good fit,' what specific, job-related, and legally permissible factors are used to make that determination? Can you provide a human-readable explanation for every automated recommendation?" 4. **Training Data:** "What were the sources of the data used to train your screening model? What steps have you taken to ensure the training data is representative and free from historical biases?" 5. **Validation:** "Can you provide a copy of the validation studies demonstrating that your tool's outputs are predictive of actual job performance for the roles we are hiring for?

Act as a senior HR specialist with expertise in inclusive hiring and compliance with EEOC guidelines. Your task is to revise the following job description for a [[Job Title]] role. First, ask me 4 clarifying questions to better understand the role's core functions, the company culture, and the "must-have" vs. "nice-to-have" skills. After I answer, rewrite the job description to: 1. Remove gendered or exclusionary language (e.g., "rockstar," "ninja," "he/she"). 2. Replace inflated corporate jargon with clear, simple language describing daily tasks. 3. Focus on core competencies and outcomes rather than an exhaustive list of qualifications or arbitrary years of experience. 4. Ensure the language is encouraging to candidates from all backgrounds and doesn't unintentionally screen out qualified people. Here is the draft job description: [[Paste your draft job description here]]

Act as an expert HR copywriter for a [[specify industry, e.g., mid-size SaaS]] company with a [[describe culture, e.g., fast-paced, fully remote]] culture. Draft a complete, engaging, and inclusive job description for a [[Job Title]] role. The description must include: 1. **A compelling one-paragraph summary** that sells the role and the company mission. 2. **A "What You'll Do" section** with 5-7 clear, bulleted responsibilities. 3. **A "What You'll Bring" section** with qualifications, separating "must-haves" from "nice-to-haves." 4. **A "Benefits & Perks" section** highlighting our key offerings. 5. **An EEOC statement.** Use clear, direct language and avoid corporate jargon. Ensure the language is gender-neutral and inclusive. Here are the core details for the role: * **Key Responsibilities:** [[List 3-4 core duties]] * **Must-Have Skills:** [[List 2-3 essential skills]] * **Reporting to:** [[Job Title of Manager]]

Act as an HR onboarding specialist. I am creating a "Buddy Program" guide for our company, a mid-sized B2B SaaS company. The buddy is a peer, not a manager. Generate a one-page guide for the assigned buddy that outlines their role and responsibilities for the new hire's first 30 days. The tone should be informal, encouraging, and clear. The guide should include: 1. A brief, friendly intro explaining why their role is so important. 2. A "What to Do" checklist for the first week (e.g., schedule a coffee chat, give a tour, explain unspoken team norms). 3. A "What Not to Do" section (e.g., don't discuss performance, don't be their technical trainer). 4. A list of "Conversation Starters" to help break the ice.

Act as a People Operations Manager. Draft a templated agenda for a 30-day check-in meeting between a new employee and their hiring manager. The goal is to facilitate an open, two-way conversation, not a performance review. The agenda should be structured as a list of questions for the manager to ask the new hire. Include questions covering: - Role clarity and expectations. - Training and resources. - Team integration and relationships. - Early wins and challenges. - A final, open-ended question for feedback on the onboarding process itself.