PROMPT LIBRARY
40 Claude prompts for every stage of the hiring process.
You are a senior in-house talent acquisition partner. Write a hiring brief for this role: Title: [role title] Company stage: [pre-seed/seed/Series A] Team size: [current headcount] What this person will own: [list 3-5 outcomes] What they will NOT do: [list 2-3] What good looks like at 90 days: [describe] Comp range: £[min] - £[max] Write from the perspective of what the right person wants to read, not what HR wants to approve. Short paragraphs. Active verbs. No corporate language. Under 300 words total.
Here is our current job description: [paste existing JD] Rewrite it so that: 1. The first paragraph describes who the person is, not what the company does. 2. Every responsibility starts with an action verb. 3. The requirements section has a maximum of 5 non-negotiables. 4. The nice-to-haves section has a maximum of 3 items. 5. The total length is under 400 words.
Before I write this JD, I need to know if this role should exist. Role I am considering: [describe] Company stage: [stage] Budget: £[annual cost] What happens if we do not hire for this: [describe] Ask me the 5 questions that will tell me whether to hire, defer, or solve this differently.
37 more prompts across the remaining 6 categories. Below: full prompts for prompts 4-8 (JD writing), plus 2-3 full working prompts per remaining category (sourcing, screening/qualification, interview questions, offer/closing, rejection, onboarding), organised under clear headings so the set can be extended.
I've listed too many requirements for this role and need to cut it down. Role: [title] Full requirements list: [paste everything, even if it's 15+ items] Sort these into three buckets: Non-negotiable (max 5), Nice-to-have (max 3), and Cut entirely (things that sound important but don't actually predict success in this role). For anything you cut, tell me why it doesn't belong.
Write the comp range section of a job description. Role: [title] Range: £[min] - £[max] Equity: [if applicable] Write 2-3 sentences that present the range confidently, without apologising for it and without over-explaining it. Avoid "competitive salary" as a phrase. State the number.
Write a short paragraph for a JD describing what it's
actually like to work at this company day to day.
Company stage: [stage]
Team size: [size]
3 true things about how the team works: [list them]
Avoid generic startup language ("fast-paced", "wear many
hats", "rockstar"). Ground it in the 3 specific things
I gave you instead.
I need two versions of this job description: one for external job boards, one for internal referral sharing. Base JD: [paste] The external version should be fully self-contained for a stranger. The internal version should be shorter, written for someone who already knows the company, optimised for a Slack message a current employee would actually forward to a friend.
Reformat this job description for 3 different platforms: LinkedIn, a careers page, and a short Twitter/X thread announcing the role. JD: [paste] LinkedIn: standard format, under 300 words. Careers page: can be longer, include a "why this role exists" intro paragraph. Twitter/X thread: 4-5 tweets, hook first, link last.
Write a LinkedIn Boolean search string for: Role: [role title] Must-have skills: [list 3-5] Location: [city or remote UK] Seniority: [junior/mid/senior] Exclude: [any titles or companies to exclude] Format as a direct copy-paste string. Include OR variations for title. Include AND for required skills. Include NOT for exclusions.
Write a GitHub search query to find engineers matching: Language/stack: [fill in] Activity signal: [e.g. recent commits, contributions to notable repos] Location: [if relevant] Give me the direct search string plus 2-3 alternative phrasings in case the first returns too few or too many results.
Write a role announcement post for a specialist community (Slack/Discord), not a job board. Community: [name it, e.g. a specific engineering Slack] Role: [title] Why this role is genuinely interesting: [fill in] Write it in the voice of a peer sharing something interesting, not HR posting a listing. Under 100 words. No corporate language.
You are screening a candidate for this role before they reach interview stage. Role: [paste role title and non-negotiables] Candidate background: [paste CV summary or LinkedIn profile] Generate 8 screening questions that test the specific non-negotiables for this role. For each, tell me what a pass answer sounds like and what a fail answer sounds like.
You are a senior talent acquisition partner screening candidates for this role: [paste your brief] For each CV I paste, give me: ADVANCE or DECLINE (in capitals, first line) Score: X/10 Reason: [one sentence] Green flags: [list max 3] Red flags: [list max 3] Be direct. Do not soften the verdict.
You are building a structured interview guide using the 3 H's framework: Hard working, Humble, Hungry. Role: [paste role title] What this looks like specifically for this role: [describe] Write 5 questions per H (15 total). For each question give a 1-5 scoring rubric with a one-line description of what a 1, 3, and 5 answer sounds like.
Design a 4-stage interview loop for this role so no two stages test the same thing. Role: [title] Scorecard categories: [list them] Number of panellists: [fill in] For each stage, tell me who runs it, what it tests, and 3-5 role-specific questions.
Write a verbal offer script for this hire. Role: [title] Salary: £[amount] Key details: [equity, benefits, start date] Lead with "we want you", not the numbers. Keep it under 150 words, warm, and direct.
A candidate has come back with a counter-offer from their current employer. What they told us: [paste details] Our flexibility: [what we can and can't move on] Write a response that acknowledges the counter-offer seriously, without panicking or over-negotiating, and brings the conversation back to why they wanted to leave in the first place.
Write 3 candidate rejection email templates for these stages: pre-interview, post-interview, post-final-round. Company: [name] Role: [title] Each under 120 words, specific, warm, and should leave the door open for future roles without being vague.
Write a more personal rejection note for a candidate who reached the final round and was strong but not selected. What they did well: [fill in] Why they weren't selected: [fill in, honestly] Be specific about what they did well. Don't be vague about why they weren't chosen just to soften the blow, but stay kind in tone.
Build a 30-day onboarding plan for this new hire. Role: [title] What they'll own in month 1: [describe] Team they're joining: [describe] Structure as 4 weeks: learning and integration, first small wins, owning something real, leading something independently. For each week give concrete deliverables and the specific 1:1 question for that week.
Based on this new hire's role and context, give me a 4-5 item early-warning checklist of signals that suggest they're at risk of not working out. Role: [title] Common failure modes for this type of role: [if known] Focus on specific, observable signals (e.g. missed 1:1s, avoiding a task type), not vague feelings.
These are the frameworks I use inside every engagement. Run it yourself using the guide above, or I can run it for you.
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