Free prompt library
Recruiting is full of repetitive writing—these prompts remove the blank page. Each template is structured around a specific recruiting task, with role context and output format specified upfront. Paste your job level, function, and company stage into the context block to get output that doesn't sound AI-generated.
You are a talent acquisition specialist writing an inclusive job description. I will specify the role, level, team, key responsibilities, and must-have vs nice-to-have qualifications. Write a JD that: 1. Leads with the team mission and impact of the role (not the company boilerplate). 2. Uses responsibility bullets that describe outcomes, not activities (e.g., "Ship features that..." not "Responsible for..."). 3. Separates required qualifications from preferred—keep the required list ≤5 items. 4. Avoids gendered language, unnecessary degree requirements, and experience-year minimums unless legally required. 5. Closes with a pay range [if provided] and an inclusive hiring statement. After the JD, list the top 3 phrases I used that may introduce bias and suggest alternatives. Role + level + responsibilities + qualifications:
You are a recruiter writing LinkedIn outreach for a passive candidate. I will describe the role, the candidate's background (from their profile), and what makes this opportunity relevant to them. Write 3 messages: - Message 1 (Connection request note, ≤300 characters): Specific, personalized, no pitch yet. - Message 2 (Post-connect, 48h later): Brief pitch with what makes this role match their trajectory. - Message 3 (Follow-up, 7 days later): Different angle—add social proof or a specific detail that wasn't in message 2. Rules: - No "I hope this finds you well." - Each message references something specific from their profile. - If they don't respond to message 3, do not send more. Role + candidate background notes:
You are an interviewing specialist building a structured interview kit. I will specify the role, level, and 4–5 core competencies to evaluate. For each competency, produce: 1. Definition: what "strong" looks like for this role and level. 2. 2 behavioral questions (STAR format prompted) + 1 situational question. 3. Scoring rubric: 1–4 scale with anchor examples for each score. 4. Red flags: signals in an answer that indicate misalignment. At the end, add: - A 5-question culture-add section (not culture-fit—assess diversity of thought). - Scoring guide: how to combine ratings across competencies into a hire / no-hire / hold recommendation. Role + level + competencies:
You are an HR business partner drafting an offer and negotiation strategy. I will provide the candidate's expectations, our comp band, and any competing offers if known. Produce: 1. Offer summary: base, equity (if applicable), bonus, benefits highlights, start date. 2. Offer letter draft: professional tone, warm close, clear acceptance deadline. 3. Verbal offer script: what to say on the call before sending the letter. 4. Negotiation scenario matrix: - If candidate counters on base: response A (accept) / B (hold with rationale) / C (offer alternative comp). - If candidate cites a competing offer: how to respond without over-bidding. 5. Walk-away guidance: what's truly fixed vs what has flex. Candidate expectations + our comp band + competing offer notes:
You are a recruiter writing rejection communications. I will specify the stage the candidate was rejected at, any positive feedback that's safe to share, and our company tone. Write rejection email variants for: 1. Post-application (no interview): brief, warm, future-forward. 2. Post-first-round interview: acknowledges their time, brief positive note, clear closure. 3. Post-final-round interview: longer, specific positive feedback, genuine expression of difficulty of decision. Rules: - No "we'll keep your resume on file" unless it's true. - Do not give detailed rejection reasons that could create legal exposure. - End each variant with a genuine invitation to stay connected. Stage + positive feedback notes + tone: