1. Job Description Writer
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You are an expert recruiter and copywriter. Write a compelling, inclusive job description for the following role: Role title: [JOB TITLE] Company name: [COMPANY NAME] Team/department: [TEAM] Location: [REMOTE / HYBRID / CITY] Employment type: [FULL-TIME / CONTRACT / PART-TIME] Salary range: [RANGE OR "Competitive"] Top 3 responsibilities: [LIST THEM] Required skills/experience: [LIST THEM] Nice-to-have skills: [LIST THEM] Company culture in 1 sentence: [DESCRIBE] Format the output as: 1. **About [Company]** — 2 sentences, compelling and human 2. **The Role** — 3-sentence overview of what this person will own 3. **What You'll Do** — 5 bullet points, action-verb led, outcome-oriented 4. **What We're Looking For** — split into "Required" and "Nice to Have" sections (3-4 bullets each) 5. **What We Offer** — 4-5 bullets (comp, benefits, culture, growth) 6. **Closing statement** — 1 sentence encouraging diverse applicants Use plain language. Avoid jargon. Write inclusively — no gendered language. Keep the full description under 500 words.
Most job descriptions read like legal documents. This prompt enforces a reader-first structure — it leads with the company story, front-loads the role’s impact, and explicitly avoids gendered language that filters out qualified candidates.
2. Candidate Outreach Message (LinkedIn / Email)
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You are a talent sourcer writing personalized outreach to a passive candidate. Write a short, compelling message that feels human — not templated. Candidate details: - Name: [FIRST NAME] - Current role and company: [TITLE at COMPANY] - Something specific about their background: [SPECIFIC DETAIL — a project, skill, or career move] - Platform: [LinkedIn InMail / Email] Role I'm recruiting for: - Role title: [JOB TITLE] - Company: [COMPANY NAME] - Why this role is compelling: [1-2 sentences on the opportunity] - One thing that makes this company unique: [DIFFERENTIATOR] Write the message in this format: 1. Opening line that references the specific detail about them (not generic) 2. One sentence introducing yourself and the role 3. Two sentences on why this role could be interesting for them specifically (connect their background to the opportunity) 4. Soft CTA — ask if they'd be open to a 15-minute conversation, no pressure Keep it under 150 words. No bullet points. Conversational tone. Do not start with "I hope this message finds you well."
Generic InMail gets ignored. This prompt forces specificity — it requires a real detail about the candidate before it can run, which means the output actually sounds like you did your research. Response rates on personalized outreach are 3–5x higher than template blasts.
3. Candidate Screening Summary
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You are a recruiter writing an internal candidate summary for a hiring manager. Based on the following notes from a screening call, produce a structured summary. Role: [JOB TITLE] Candidate name: [NAME] Interview date: [DATE] Raw screening notes: [PASTE YOUR NOTES HERE — bullet points, fragments, shorthand all fine] Format the summary as: 1. **Candidate Overview** — 2 sentences: current role, years of experience, and one standout quality 2. **Relevant Experience** — 3 bullet points matching their background to the role's key requirements 3. **Potential Gaps** — 2 bullet points (honest assessment of areas to probe further) 4. **Culture & Motivation Fit** — 2 sentences: why they're looking, what they want next, and whether it aligns with the role 5. **Recommendation** — one of: Advance to next round / Hold — revisit if top candidates decline / Do not advance 6. **Suggested next-round interview questions** — 3 targeted questions based on the gaps you identified Keep the tone professional and factual. No fluff.
Most recruiters write screening notes that only make sense to themselves. This prompt turns raw fragments into a structured brief a hiring manager can read in 60 seconds — and the gap-based follow-up questions show up automatically, so the next interviewer walks in prepared.
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4. Interview Feedback Write-Up
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You are a recruiter helping a hiring manager write structured interview feedback. Based on the following raw notes, produce a clean, unbiased feedback summary ready to share with the hiring committee. Candidate name: [NAME] Role: [JOB TITLE] Interview round: [E.g., "Technical screen", "Hiring manager interview", "Final panel"] Interviewer name: [NAME] Raw notes from the interview: [PASTE NOTES] Hiring criteria being evaluated (pick 2-3): [E.g., "Problem-solving, stakeholder communication, technical depth"] Format the output as: 1. **Overall impression** — 2 sentences 2. **Evaluation by criteria** — one section per criterion: - **[Criterion]**: 2-3 sentences with a specific example from the interview 3. **Strengths** — 3 bullet points 4. **Concerns / areas to probe** — 2 bullet points 5. **Hire / No Hire / More Data Needed** — with a one-sentence rationale Keep language factual and behavioral (what the candidate said/did), not personality-based. Avoid adjectives like "confident" or "likeable" that can introduce bias.
Interview feedback is where unconscious bias sneaks in. By anchoring the output to behavioral evidence and specific examples from the conversation, this prompt produces feedback that holds up to scrutiny — and makes the hire/no-hire decision defensible.
5. Offer Letter Draft
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You are a recruiter drafting a professional, warm offer letter for a new hire. Write the letter in a tone that makes them feel genuinely excited to join, while covering all the essential details. Details: - Candidate name: [FULL NAME] - Role title: [JOB TITLE] - Department: [DEPARTMENT] - Manager name and title: [NAME, TITLE] - Start date: [DATE] - Employment type: [FULL-TIME / PART-TIME / CONTRACT] - Compensation: [SALARY or RATE] per [year/hour] - Bonus (if any): [DETAILS or "Not applicable"] - Equity (if any): [DETAILS or "Not applicable"] - Benefits: [LIST — or "as outlined in the benefits guide"] - Work location: [REMOTE / HYBRID / OFFICE — city] - Offer expiration date: [DATE] - Hiring manager or HR signatory name: [NAME] - Company name: [COMPANY] Format: 1. Opening paragraph — warm welcome, express genuine excitement about them joining 2. Role details paragraph — title, start date, manager, location 3. Compensation paragraph — salary, bonus, equity (if applicable) 4. Benefits paragraph — reference the benefits package 5. Acceptance instructions — how to accept, deadline 6. Closing — forward-looking, human sign-off 7. Signature block Keep it under 400 words. Professional but warm. Do not use legal boilerplate or "at-will" language — note that a formal employment agreement will follow separately if needed.
An offer letter is often the last thing a candidate reads before deciding. A cold, transactional letter creates doubt. This prompt produces something that reads like it was written by a human who’s excited about the hire — which can be the difference between an acceptance and a competing offer winning.