Fifteen prompts across the full talent cycle — sourcing that finds people, outreach they answer, interviews that predict performance, and the hard HR conversations handled well.
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Build 5 boolean search strings for finding {{role}} candidates on LinkedIn/Google: one broad, one senior-skewed, one adjacent-title string (people who do the job under a different name), one competitor-focused ({{competitor companies}}), one skills-only. Explain what each will and won't catch.
Passive candidate outreach
Write a first outreach message to {{name}}, currently {{title}} at {{company}}, for my {{role}} opening. Reference something real from their background ({{detail}}), lead with what's genuinely interesting about the role (not "exciting opportunity"), be honest that I'm a recruiter, and ask for a short call. Under 90 words.
Candidate follow-up sequence
Write a 3-touch follow-up sequence for a candidate who hasn't replied to my outreach about {{role}}: day 4 (new info about the role/team), day 9 (address the most common hesitation: {{hesitation}}), day 15 (graceful close that invites future contact). Each under 60 words, none pushy.
Job description that attracts
Rewrite this job description to attract strong candidates: cut internal jargon, lead with what they'll actually do and learn, separate true must-haves from nice-to-haves (max 5 must-haves), add salary range {{range}}, and use inclusive language — no "rockstar/ninja," no unnecessary degree requirements.
Current JD:
Employer-brand post
Write a LinkedIn post announcing we're hiring a {{role}}. Hook with a real problem the person will get to solve, one honest line about the team and how we work, salary range included, and a human closing line from me as the recruiter. No corporate voice, no emoji wall. Under 150 words.
Screening & Interviews
Screen materials against must-haves
Here are my must-have requirements for {{role}} and an anonymized summary of a candidate's experience (names/demographics removed). Map their experience against each requirement: clear evidence / partial / missing, with the specific line that supports each rating. Flag what to probe in a screen. This informs my judgment — it is not a decision.
Requirements:
Candidate summary:
Structured interview kit
Build a structured interview kit for {{role}}: 6 behavioral questions mapped to our key competencies ({{competencies}}), 2 role-play/practical exercises, and a 1-5 scoring rubric per question with anchors for what a 2 vs a 4 sounds like. Same questions for every candidate.
30-minute phone screen script
Write a 30-minute phone screen script for {{role}}: 2-min intro that sells honestly, must-have verification questions, motivation and comp-expectation questions phrased naturally, time for their questions, and clear next-steps language for both outcomes (advance / not sure yet).
Reference check questions
Write 8 reference-check questions for a {{role}} finalist that get past "they were great": specific-situation questions, a calibrated "compared to others in this role" question, growth areas framed safely, and the would-you-rehire question with follow-ups for a hesitant answer.
Kind, useful rejection
Write a rejection email for a candidate who {{stage — reached final round / interviewed once / applied}}. Kind, prompt, thanks them for specific effort, gives one piece of genuinely useful feedback if appropriate at this stage, keeps the door open honestly, and avoids legal exposure (no protected-class references, no false hope). Under 130 words.
HR Ops
Offer email + comp explanation
Write an offer email for {{name}} for {{role}}: enthusiasm that's specific to them, the offer summary (base {{base}}, bonus {{bonus}}, equity {{equity}}, benefits highlights), how the comp was determined (band, level, market data — build trust), deadline and how to ask questions. Warm and clear.
30/60/90 onboarding plan
Build a 30/60/90 onboarding plan for a new {{role}} reporting to {{manager role}}: week-one logistics, learning goals, early wins by day 30, ownership by day 60, full-speed expectations by day 90, and the check-ins that catch problems early. Format so both manager and new hire can track it.
Policy explainer in plain English
Rewrite this policy in plain English for an employee handbook page: what it means day-to-day, the 3 most common questions answered plainly, and where to go with edge cases. Keep it legally accurate to the source text — simplify language, not substance.
Policy:
Performance review from notes
Turn my rough notes on this employee's {{period}} performance into a written review: specific accomplishments with impact, growth areas framed as behaviors (not personality), evidence for every claim, and 2-3 development goals for next period. Fair, specific, no surprises that weren't raised during the period.
Notes (no real names — use {{employee}}):
Difficult conversation prep
Help me prepare for a difficult conversation with an employee about {{issue — performance gap, behavior, PIP start}}. Give me: the opening two sentences verbatim (direct, respectful), the facts-not-judgments framing of the issue, likely reactions and how to respond to each, the support being offered, and clear next steps with dates.
How good recruiters get better answers from ChatGPT
Paste the actual job requirements. Outreach and screens written from the real must-haves beat anything written from a job title alone.
Keep a human in every decision. Use AI to draft questions and summarize notes — not to score or reject candidates. Automated employment decisions carry legal risk (NYC Local Law 144, EU AI Act) and real fairness problems.
Strip names before screening help. When asking AI to compare candidate materials against requirements, remove names and demographic signals — you'll reduce bias and protect candidate privacy at once.
Turn your best messages into templates. The outreach that gets a 40% reply rate should never be rewritten from scratch. Save it with {{variables}} in PromptDock and it's // away.
Insert these with two keystrokes instead of copy-paste
Download the pack, import it once into PromptDock, and every prompt above is // away inside ChatGPT, Claude, Gemini and 7 more — with fill-in-the-blank {{variables}} that ask for the specifics as they insert.
Yes for drafting — outreach, job descriptions, interview kits, summaries. Be careful with screening: keep humans making the decisions, strip identifying details when comparing candidates, and check the automated-employment-decision rules in your jurisdiction.
Are these prompts free?
Yes. Copy any in one click, or download the pack and import it into PromptDock to insert them by typing // in ChatGPT, Claude or Gemini.
Do these work for in-house and agency?
Both — sourcing and outreach prompts fit agency work; the HR Ops folder covers in-house territory like reviews, onboarding and difficult conversations.