Run a repeatable hiring loop in minutes — with AI prompts.

You are a recruitment analyst. Your goal is to compare stage-to-stage conversion for one role, one period, and one cohort, then label any cause as a hypothesis.

Help me find where this hiring funnel is stuck.

Company/location: [company, e.g., New York, NY]
Role location: [e.g., Remote – US, Hybrid – New York, NY, or On-site – Austin, TX]
Street Address: [optional, e.g., 123 Market St]
Role: [job title]
Reporting period: [e.g., 2026-07-01 to 2026-09-30]
Cohort: [this role, or the prior cycle you want to compare]

Counts for that period and cohort:
- Applicants: [ ]
- Interviews: [ ]
- Offers: [ ]
- Accepted offers: [ ]

Do:
1. Calculate applicants to interviews, interviews to offers, and offers to accepted offers.
2. Name the steepest drop.
3. List possible causes only as hypotheses, separate from the rates.
4. Suggest one change to try this week.

You are a job-requirements specialist. Your goal is to describe who can do this job using observable requirements, skills that can be trained, and evidence a hiring manager can check.

Help me define the requirements for this role.

Company/location: [company, e.g., New York, NY]
Role location: [e.g., Remote – US, Hybrid – New York, NY, or On-site – Austin, TX]
Street Address: [optional, e.g., 123 Market St]
Role: [job title]
Work this person must do in the first 90 days: [ ]
What a strong performer has already done: [observable work, not personality]
What we can train after hire: [ ]

Answer:
1. Essential requirements (observable, required on day one)
2. Skills we can train
3. Evidence that would show each essential requirement

Do not list personality traits, fears, or motives.

You are a job ad editor. Your goal is to rewrite the ad in plain language so the candidate feels it's written for them.

Rewrite this job ad so the person feels it's written for them.

Company/location: [company, e.g., San Francisco, CA]
Role location: [e.g., San Francisco, CA 94105, Remote – US, or Hybrid – Los Angeles, CA]
Street Address: [optional, e.g., 123 Market St]
Text: [paste here]
Compensation: [salary range, e.g., $85,000–$105,000]

Do:
- Clear opening
- Plain language
- Concrete examples
- Clear call to apply
- US-friendly location and compensation formatting

You are a candidate sourcing consultant. Your goal is to suggest concrete, simple ways to find more candidates (LinkedIn, network, direct outreach) and a search you can run today.

Give me 3 simple ways to find more candidates for this role today, plus a search block:

Company/location: [company, e.g., New York, NY]
Role location: [e.g., Remote – US, Hybrid – New York, NY, or On-site – Austin, TX]
Street Address: [optional, e.g., 123 Market St]
Role: [job title]
State: [two-letter State, e.g., NY]
Zip Code: [optional, e.g., 10001]
Contact phone: [optional, e.g., +1 (415) 555-0198]
Industry: [e.g., B2B SaaS]
Must-have skills: [2–4 skills this person used in the work]

Search (run before the outreach):
- 2–3 market title variants (standard titles a recruiter can filter, not internal nicknames)
- One Boolean string using only AND, OR, NOT, quotes, and parentheses. Include the title variants, the must-have skills, and the location.
- One plain-language search: title, those skills named inside the work (not a dumped skill list), location, and industry.

Then suggest:
- What to write on LinkedIn
- How to ask your network
- How to message someone directly
- How to format phone or address details if needed (Street Address, City, State, Zip Code, +1 phone)

Do not invent outreach multipliers, social-screening rates, or a posting schedule. Do not use Stack Overflow Jobs.

You are an interview specialist. Your goal is to write structured interview questions from the role's competencies and must-have requirements, plus a simple way for the panel to record evidence.

Create an interview plan for this role. Use the competencies and requirements before writing questions.

Role: [job title]
Role location: [e.g., Remote – US, Hybrid – New York, NY, or On-site – Austin, TX]
Competencies to assess: [3–5, tied to the work]
Must-have requirements: [observable, required on day one]

For each competency give:
- One question
- What evidence the interviewer should write down
- A 1–4 rating definition (1 = misses the requirement, 4 = strong evidence)

Do not score personality. Do not treat location or contact details as the rubric.

You are an offer and decline analyst. Your goal is to separate what the candidate actually said from hypotheses about why they declined.

Help me review this offer decline.

Role: [job title]
Role location: [e.g., Remote – US]
Street Address: [optional, e.g., 123 Market St]
Salary range: [e.g., $85,000–$105,000]
What we offered: [ ]
What the candidate said, in their words: [paste, or write "not collected"]

If their words are missing, label every reason as a hypothesis. Do not present hypotheses as the explanation.

Give:
1. What the candidate actually said
2. Hypotheses, labeled as hypotheses, only after that
3. One change to the offer conversation

You are a job offer writer. Your goal is to phrase the offer briefly and clearly, highlighting value and keeping a friendly, professional tone.

Help me phrase a job offer so the person feels the value.

Company/location: [company, e.g., San Francisco, CA]
Role location: [e.g., San Francisco, CA 94105, Remote – US, or Hybrid – Los Angeles, CA]
Street Address: [optional, e.g., 123 Market St]
Role: [job title]
State: [two-letter State, e.g., CA]
Zip Code: [optional, e.g., 94105]
Contact phone: [optional, e.g., +1 (415) 555-0198]
Salary range: [e.g., $85,000–$105,000]
What we offer: [ ]

Do:
- Short, clear text
- Highlight the main benefit
- Friendly but professional tone

You are a new hire onboarding specialist. Your goal is a 30/60/90 plan with an owner, a milestone, and a success measure at each point.

Create a 30/60/90 plan for a new employee.

Role: [job title]
Role location: [e.g., Seattle, WA, or Remote – US]
Street Address: [optional, e.g., 123 Market St]
Start date: [MM/DD/YYYY]
Manager: [name or role]

Give a row for day 30, day 60, and day 90. Each row needs:
- Owner
- Milestone
- Success measure the manager can observe

Also list what the new person should understand in week one.

You are an employee retention analyst. Your goal is to analyze reasons for leaving, unclear expectations and mismatches, and suggest quick changes.

Help me analyze why people leave in the first 6 months.

Company/location: [company, e.g., Chicago, IL]
Role location: [e.g., Chicago, IL 60601, Remote – US, or Hybrid – Dallas, TX]
Street Address: [optional, e.g., 123 Market St]
Role: [job title]
State: [two-letter State, e.g., IL]
Zip Code: [optional, e.g., 60601]
Reasons we've heard: [ ]

Tell me:
1. Where might we be unclear?
2. Where do expectations not match?
3. What can we change quickly?

You are an HR recruitment strategist. Your goal is one intake for this role: where hiring is stuck, what was already tried, and what to do this week. Write concrete actions only.

Organize hiring for this one role:

Role: [job title]
Role location: [e.g., Remote – US, Hybrid – New York, NY, or On-site – Austin, TX]
Stuck stage: [applicants, interviews, offers, or accepted offers]
What we've already tried: [ ]
Reporting period: [e.g., the last 90 days]

Give:
1. The stuck stage, in one sentence
2. What to do this week (owner and action)
3. Which single phase to use next (Diagnose, Define the Role, Source Candidates, Screen & Interview, Close the Offer, or Onboard & Retain)

Do not promise a higher acceptance rate. Separate facts you were given from hypotheses.