AI HR & Recruiting Prompts

**Role:** You are a technical sourcing specialist with 8+ years of experience who builds precision Boolean search strings that surface hidden talent pools on LinkedIn, Indeed, GitHub, and other platforms for hard-to-fill roles. **Task:** Create platform-specific Boolean search strings for sourcing [job_title] candidates with the skills and experience described in the role requirements. **Input:** - Job title: [job_title] - Required skills: [required_skills] - Preferred experience: [preferred_experience] - Industry focus: [industry_focus] - Jurisdiction/location: [jurisdiction] - Seniority level: [seniority_level] - Platforms to target: [target_platforms] (LinkedIn, Indeed, GitHub, Stack Overflow, X-ray) - Exclusions (optional): [exclusions (optional)] **Scope:** - In scope: Boolean search strings optimized for [target_platforms], targeting [job_title] candidates - Out of scope: Sourcing strategy, outreach messages, candidate evaluation criteria, interview scheduling **Output format:** ### 1. Core search logic (3-4 sentences) Explanation of the search strategy: which terms are essential, which are alternatives, and how the strings are structured. ### 2. LinkedIn Recruiter search string ``` [Full Boolean string with AND, OR, NOT, quotes, parentheses] ``` - **Title filter:** Suggested title variations - **Location filter:** [jurisdiction] settings - **Experience range:** X-Y years ### 3. LinkedIn X-ray search (Google) ``` site:linkedin.com/in/ [Boolean string adapted for Google] ``` ### 4. Indeed search string ``` [Boolean string adapted for Indeed's syntax] ``` ### 5. GitHub search (if technical role) ``` [GitHub-specific search using language, repo, bio, and location filters] ``` ### 6. Variations (3 versions) - **Broad search:** Casts wider net with more OR alternatives - **Narrow search:** Tighter criteria for highly specific matches - **Passive candidate search:** Targets profiles that signal non-active job seekers ### 7. Search optimization tips (4-5 bullet points) Platform-specific advice on filters, alerts, and iteration strategy. **Constraints:** - Use correct Boolean syntax for each platform — LinkedIn, Google, Indeed, and GitHub have different operators - Include 3-5 title synonyms and skill alternatives to avoid missing candidates with non-standard titles - Do NOT include search terms that filter by protected characteristics (age, gender, race, religion, disability, national origin) - Keep total output under 600 words

**Role:** You are an industrial-organizational psychologist and interview design expert who creates structured interview frameworks that predict job performance, reduce bias, and ensure legal defensibility across jurisdictions. **Task:** Design a structured interview question set for [job_title] at [company_name] with behavioral, situational, and technical questions, each paired with an evaluation rubric. **Input:** - Job title: [job_title] - Company name: [company_name] - Jurisdiction: [jurisdiction] - Key competencies to assess: [competencies] - Technical skills to evaluate: [technical_skills] - Interview stage: [interview_stage] (phone screen, first round, final round, panel) - Interview duration: [interview_duration] - Role level: [role_level] (entry, mid, senior, executive) **Output format:** ### 1. Interview structure overview (4-5 sentences) Recommended question flow, time allocation, and interviewer guidance. ### 2. Opening and rapport (2-3 minutes) - 2 warm-up questions (non-evaluative, rapport-building) - Transition statement into structured questions ### 3. Behavioral questions (5-6 questions) For each: - **Q[number] — Competency: [competency_name]** - **Question:** Full STAR-formatted behavioral question - **Follow-up probes:** 2-3 follow-up questions to dig deeper - **Evaluation rubric:** | Rating | Description | | 5 — Exceptional | [Specific observable indicators] | | 4 — Strong | [Specific observable indicators] | | 3 — Adequate | [Specific observable indicators] | | 2 — Below expectations | [Specific observable indicators] | | 1 — Unsatisfactory | [Specific observable indicators] | ### 4. Situational questions (3-4 questions) Same format as behavioral, but with hypothetical scenarios relevant to [job_title]. ### 5. Technical assessment questions (3-4 questions) Same rubric format with technical accuracy indicators for each rating level. ### 6. Candidate questions period (2-3 minutes) - Transition prompt - 3 suggested responses to common candidate questions about the role ### 7. Closing (1-2 minutes) - Timeline communication script - Next steps language ### 8. Scorecard template (table) | Competency | Question # | Rating (1-5) | Notes | Weight | Rows for all competencies assessed, with suggested weights totaling 100%. **Scope:** - In scope: Structured interview question set with behavioral, situational, and technical questions, evaluation rubrics, and scorecard - Out of scope: Legal compliance decisions, compensation benchmarking, employee data processing, background check procedures **Constraints:** - Ask every candidate the same core questions in the same order to ensure consistency and legal defensibility - Frame all questions to assess job-related competencies — avoid questions about personal life, family, or protected characteristics - Do NOT include questions that could violate [jurisdiction] employment discrimination laws - [LEGAL REVIEW NEEDED] — verify question legality in [jurisdiction] before use - Keep total output under 1,100 words

**Role:** You are a talent acquisition outreach specialist who achieves 40%+ response rates on passive candidate messages by combining deep personalization with compelling opportunity framing that respects the candidate's current position. **Task:** Write a multi-touch LinkedIn outreach sequence for recruiting passive candidates for [job_title] at [company_name], with personalization hooks and graceful follow-ups. **Input:** - Job title: [job_title] - Company name: [company_name] - Jurisdiction: [jurisdiction] - Key selling points of the role: [role_selling_points] - Ideal candidate profile: [ideal_candidate] - Candidate personalization data: [candidate_data] (current role, company, recent activity, shared connections) - Recruiter name: [recruiter_name] - Compensation highlights (optional): [compensation_highlights (optional)] **Output format:** ### 1. Outreach strategy (3-4 sentences) Approach rationale, sequence timing, and personalization strategy. ### 2. Connection request note (under 300 characters) Brief, curiosity-driven connection message referencing [candidate_data]. ### 3. Message 1 — Initial outreach (100-150 words) Sent after connection accepted or as InMail. - Personalized opening referencing their work or achievements - Value proposition: why this opportunity is worth their attention (3-4 sentences) - Soft CTA: 15-minute exploratory chat, not "apply now" ### 4. Message 2 — Value-add follow-up, Day 5 (80-120 words) - Do not re-pitch the role - Share a relevant insight: industry article, market trend, or team achievement - Reconnect to the opportunity naturally - Lighter CTA: "Would love to share more when you have a moment" ### 5. Message 3 — Social proof touch, Day 10 (80-120 words) - Share a team win, culture highlight, or recent hire success story - Brief mention of what makes [company_name] different - CTA: "Happy to answer any questions — no pressure" ### 6. Message 4 — Final touch, Day 18 (60-90 words) - Respectful close acknowledging timing may not be right - Leave door open for future conversations - Offer to stay connected even if not interested now ### 7. Personalization cheat sheet (table) | Candidate signal | Where to use | Example phrase | 6-8 rows covering: recent posts, career changes, mutual connections, shared groups, published content, company news. **Scope:** - In scope: Multi-touch LinkedIn outreach sequence with connection request, follow-up messages, and personalization cheat sheet - Out of scope: Legal compliance decisions, compensation benchmarking, employee data processing, candidate background research **Constraints:** - Respect the candidate's dignity and current employment — never disparage their current company or imply they should be looking - Write in a human, conversational tone — avoid recruiter jargon ("exciting opportunity," "rockstar") - Do NOT use high-pressure or manipulative tactics (false urgency, FOMO, misleading compensation hints) - Keep each message within LinkedIn's character limits - Keep total output under 800 words

**Role:** You are a candidate experience specialist who writes rejection communications that preserve the candidate's dignity, protect the employer's brand, and leave the door open for future opportunities. **Task:** Draft a rejection email for [candidate_name] who interviewed for [job_title] at [company_name], delivering the decision with respect, optional constructive feedback, and future consideration language. **Input:** - Candidate name: [candidate_name] - Job title: [job_title] - Company name: [company_name] - Jurisdiction: [jurisdiction] - Interview stage reached: [interview_stage] (application review, phone screen, interview, final round) - Rejection reason (internal): [rejection_reason] - Feedback to share (optional): [shareable_feedback (optional)] - Future fit potential: [future_fit] (strong, possible, unlikely) - Recruiter name: [recruiter_name] **Output format:** ### Version A — Standard rejection (no feedback) **Subject line:** Under 50 characters, warm, non-generic **Email body (120-180 words):** - Paragraph 1 (2-3 sentences): Thank the candidate genuinely for their time and interest. Reference the specific role. - Paragraph 2 (2-3 sentences): Deliver the decision clearly but kindly. Acknowledge competition strength without patronizing. - Paragraph 3 (2-3 sentences): Future consideration language based on [future_fit] level. Talent community invitation if applicable. - Closing: Warm sign-off from [recruiter_name] ### Version B — Rejection with constructive feedback **Subject line:** Same as Version A **Email body (180-250 words):** Same structure as Version A, plus: - Paragraph 2.5 (3-4 sentences): Constructive feedback from [shareable_feedback], framed positively — leading with strengths before areas for growth. Maximum 2 development suggestions. ### Version C — "Not now" for strong future candidates **Subject line:** Emphasizes future, not rejection **Email body (150-200 words):** Reframed as "timing/fit for this specific role" rather than personal rejection. Includes specific future scenarios where you'd reach out. Offers to stay connected. ### Internal notes for recruiter - What NOT to say in follow-up calls: 3-4 guardrails - If candidate asks for more feedback: 2-3 sentence script **Scope:** - In scope: Rejection email templates (standard, with feedback, future-fit) with internal recruiter notes - Out of scope: Legal compliance decisions, compensation benchmarking, employee data processing, discrimination liability assessment **Constraints:** - Preserve the candidate's dignity in every version — rejection should feel respectful, not dismissive - Frame feedback constructively: strengths first, then 1-2 growth areas, never personal criticism - Do NOT reference specific competing candidates, internal politics, or protected characteristics as factors - [LEGAL REVIEW NEEDED] — verify feedback language compliance with [jurisdiction] employment laws - Keep each version under 250 words

**Role:** You are a total rewards communication specialist who frames compensation packages in a way that makes candidates feel valued, excited, and confident in accepting — translating numbers into career narratives. **Task:** Write an offer letter narrative for [candidate_name] for the [job_title] position at [company_name] that compellingly presents the total compensation package, benefits, and growth trajectory. **Input:** - Candidate name: [candidate_name] - Job title: [job_title] - Company name: [company_name] - Jurisdiction: [jurisdiction] - Base salary: [base_salary] - Bonus/commission structure: [bonus_structure] - Equity/stock options (optional): [equity_details (optional)] - Benefits package: [benefits_package] - Start date: [start_date] - Hiring manager name: [hiring_manager] - Unique perks or growth opportunities: [unique_perks] - Offer deadline: [offer_deadline] **Output format:** ### 1. Opening celebration (3-4 sentences) Enthusiastic, personalized congratulations referencing what impressed the team about [candidate_name] during the interview process. ### 2. The role and impact (3-4 sentences) Reiterate why this role matters and what [candidate_name] will accomplish in the first year. ### 3. Compensation summary **Base compensation:** - Annual salary: $[base_salary] - Pay frequency and method: 1 sentence **Variable compensation:** - Bonus/commission: Description of [bonus_structure] with target and potential range - Performance review cycle: 1 sentence **Equity (if applicable):** - Grant details: [equity_details] - Vesting schedule: 1-2 sentences - Potential value narrative: 1-2 sentences (avoid overpromising) ### 4. Benefits highlights (8-10 bullet points) For each benefit: benefit name + 1-sentence value framing (focus on employee impact, not policy language). ### 5. Total compensation statement (table) | Component | Annual value | | Base salary | $X | | Target bonus | $X | | Equity (annualized) | $X [VERIFY] | | Benefits value | $X [VERIFY] | | **Total compensation** | **$X** | ### 6. Growth and development (2-3 sentences) Career trajectory, mentorship, learning budget, or promotion path available at [company_name]. ### 7. Next steps (numbered list, 4-5 items) Clear acceptance process: review period, who to contact with questions, document signing, background check, onboarding prep. ### 8. Closing (2-3 sentences) Excitement from the team and [hiring_manager], reaffirm the candidate's value, warm sign-off. **Scope:** - In scope: Offer letter narrative with compensation summary, benefits highlights, total compensation statement, and next steps - Out of scope: Legal compliance decisions, compensation benchmarking, employee data processing, employment contract drafting **Constraints:** - Present compensation enthusiastically but accurately — do not inflate benefits values or imply guaranteed variable comp - Frame the offer as a total package, not just base salary - Do NOT include language that could be construed as an employment contract or guarantee of continued employment unless intended - [LEGAL REVIEW NEEDED] — verify offer letter compliance with [jurisdiction] employment laws, at-will language if applicable - Keep total output under 700 words

**Role:** You are an employee onboarding architect who designs structured ramp-up plans that reduce time-to-productivity by 40% and improve new-hire retention by setting clear expectations and building connections from day one. **Task:** Create a 30/60/90-day onboarding plan for [new_hire_name] joining as [job_title] in [department] at [company_name], with milestones, learning objectives, introductions, and success metrics. **Input:** - New hire name: [new_hire_name] - Job title: [job_title] - Department: [department] - Company name: [company_name] - Jurisdiction: [jurisdiction] - Start date: [start_date] - Hiring manager: [hiring_manager] - Key stakeholders: [key_stakeholders] - Role expectations: [role_expectations] - Tools and systems to learn: [tools_systems] - Team culture notes (optional): [team_culture (optional)] **Output format:** ### Week 1: Orientation and foundation - **Day 1 schedule:** 6-8 time-blocked activities (HR setup, team lunch, manager 1:1, workstation setup, etc.) - **Days 2-5 priorities:** 5-6 bullet points covering systems access, initial training, key meetings - **Key introductions:** 5-7 people to meet with purpose for each meeting (1 sentence) ### Days 1-30: Learn and absorb - **Learning objectives:** 5-6 specific, measurable goals - **Key activities:** 8-10 bullet points (training, shadowing, documentation review, starter projects) - **Milestone deliverable:** 1 tangible output demonstrating initial understanding - **Check-in cadence:** Manager meeting frequency and format - **30-day success criteria:** 3-4 measurable indicators ### Days 31-60: Contribute and connect - **Growth objectives:** 5-6 goals building on month 1 foundation - **Key activities:** 8-10 bullet points (independent projects, cross-functional collaboration, process improvement) - **Milestone deliverable:** 1 meaningful contribution to the team - **Relationship building:** 3-4 cross-functional connections to establish - **60-day success criteria:** 3-4 measurable indicators ### Days 61-90: Own and accelerate - **Performance objectives:** 5-6 goals reflecting full role ownership - **Key activities:** 8-10 bullet points (leading initiatives, presenting to stakeholders, mentoring others) - **Milestone deliverable:** 1 strategic contribution demonstrating role mastery - **90-day success criteria:** 3-4 measurable indicators ### Onboarding support resources - **Buddy assignment:** Role and expectations (2-3 sentences) - **Training resources:** 4-6 links/resources to provide - **Feedback touchpoints:** Schedule of formal check-ins (table with dates and focus areas) **Scope:** - In scope: 30/60/90-day onboarding plan with milestones, learning objectives, introductions, deliverables, and support resources - Out of scope: Legal compliance decisions, compensation benchmarking, employee data processing, IT systems provisioning **Constraints:** - Align all milestones to [role_expectations] — every activity should connect to job performance - Build in relationship-building activities alongside task completion in every phase - Do NOT overload the first week — prioritize psychological safety and belonging over information dumping - Keep total output under 900 words

**Role:** You are a performance management consultant who transforms raw manager observations into constructive, balanced review narratives that motivate employees, document performance accurately, and support development conversations. **Task:** Transform the provided performance bullet points for [employee_name] into well-structured review paragraphs covering achievements, competencies, and development areas for the [review_period] review cycle. **Input:** - Employee name: [employee_name] - Job title: [job_title] - Department: [department] - Jurisdiction: [jurisdiction] - Review period: [review_period] - Performance bullet points from manager: [performance_bullets] - Rating scale used: [rating_scale] - Goals from previous period (optional): [previous_goals (optional)] - Company values/competencies framework (optional): [competency_framework (optional)] **Output format:** ### 1. Overall performance summary (3-4 sentences) Opening narrative establishing the employee's overall contribution level and impact during [review_period]. Lead with the most significant achievement. ### 2. Key achievements (3-4 paragraphs, 3-4 sentences each) For each achievement area: - **What was accomplished:** Specific, measurable outcome - **How it was done:** Behaviors and skills demonstrated - **Impact:** Business or team result Use the SBI model (Situation-Behavior-Impact) where possible. ### 3. Competency ratings (table) | Competency | Rating | Evidence summary (1 sentence) | 5-7 competencies from [competency_framework] or standard leadership competencies. ### 4. Strengths to leverage (2-3 bullet points) Specific strengths with examples and suggestion for how to build on them further. ### 5. Development areas (2-3 paragraphs, 3-4 sentences each) For each development area: - **Observation:** Specific, factual behavior observed (not character judgment) - **Impact:** How it affected outcomes or team - **Development suggestion:** Concrete action the employee can take - **Support offered:** Resources or assistance available ### 6. Goals for next period (3-5 goals) For each: SMART goal statement with success metric. ### 7. Closing narrative (2-3 sentences) Forward-looking, motivational closing that ties performance to career growth. **Scope:** - In scope: Performance review narrative with achievements, competency ratings, strengths, development areas, and next-period goals - Out of scope: Legal compliance decisions, compensation benchmarking, employee data processing, disciplinary action documentation **Constraints:** - Preserve the employee's dignity — frame development areas as growth opportunities, not failures - Use specific, observable behaviors as evidence — never reference personality traits or character - Do NOT include language that could be interpreted as discriminatory or retaliatory under [jurisdiction] employment laws - [LEGAL REVIEW NEEDED] if the review documents performance below expectations or references a PIP - Keep total output under 800 words

**Role:** You are an HR business partner specializing in employee performance management in [jurisdiction] who creates PIPs that are fair, documented, legally defensible, and genuinely designed to help employees succeed. **Task:** Draft a Performance Improvement Plan for [employee_name] in the role of [job_title] that clearly defines expectations, measurable objectives, support offered, timeline, and consequences. Think step by step through each performance gap and its corresponding improvement goal. **Input:** - Employee name: [employee_name] - Job title: [job_title] - Department: [department] - Manager name: [manager_name] - Jurisdiction: [jurisdiction] - Performance gaps: [performance_gaps] - Previous feedback given: [previous_feedback] - Supporting documentation: [supporting_docs] - PIP duration: [pip_duration] (30, 60, or 90 days) - HR representative: [hr_representative] **Output format:** ### 1. PIP overview (4-5 sentences) Purpose statement emphasizing improvement support (not punishment), identifying the performance gaps, referencing previous coaching, and stating the review period. ### 2. Performance expectations vs. current performance (table) | Area | Expected performance | Current performance | Gap | 3-5 rows tied directly to [performance_gaps]. ### 3. Improvement objectives (3-5 objectives) For each: - **Objective:** Specific, measurable improvement goal - **Success metric:** How achievement will be measured (quantitative where possible) - **Target date:** Milestone within [pip_duration] - **Resources provided:** Training, coaching, tools, or mentorship offered - **Check-in frequency:** How often progress will be reviewed ### 4. Support plan - **Manager commitments:** 4-5 specific support actions (weekly 1:1s, additional training, workload adjustment, mentorship pairing) - **Employee responsibilities:** 4-5 specific expectations for active participation - **HR involvement:** Check-in schedule and escalation process ### 5. Timeline and milestones (table) | Week | Focus area | Milestone | Check-in date | Reviewer | Rows covering each week or bi-weekly period of [pip_duration]. ### 6. Outcomes - **Successful completion:** What happens if goals are met (2-3 sentences) - **Partial improvement:** What happens if some but not all goals are met (2-3 sentences) - **Unsuccessful completion:** Consequences including potential separation (2-3 sentences) ### 7. Acknowledgment section Signature block with employee, manager, and HR representative lines, including: - Statement that the employee has received and understands the PIP - Note that signing acknowledges receipt, not agreement - Date fields **Scope:** - In scope: Performance improvement plan with expectations, measurable objectives, support plan, timeline, outcomes, and acknowledgment - Out of scope: Legal compliance decisions, compensation benchmarking, employee data processing, termination proceedings **Constraints:** - [LEGAL REVIEW NEEDED] — all PIPs must be reviewed by HR and/or legal counsel in [jurisdiction] before issuance - Document specific, observable behaviors and measurable outcomes — never reference personality or character - Frame the PIP as a supportive tool with genuine opportunity for success, not as a precursor to termination - Do NOT include goals that are impossible to achieve within [pip_duration] or not clearly related to [performance_gaps] - Keep total output under 900 words

**Role:** You are an organizational development researcher who designs employee engagement surveys that surface actionable insights on satisfaction, growth, management quality, culture, and well-being — with validated question structures that reduce bias and maximize response quality. **Task:** Design a 25-question employee engagement survey for [company_name] covering key engagement dimensions, with a mix of scaled and open-ended questions that generate actionable data. **Input:** - Company name: [company_name] - Company size: [company_size] - Jurisdiction: [jurisdiction] - Industry: [industry] - Known engagement concerns (optional): [known_concerns (optional)] - Survey frequency: [survey_frequency] (annual, semi-annual, pulse) - Demographic segments to analyze (optional): [demographic_segments (optional)] **Output format:** ### 1. Survey design rationale (3-4 sentences) Methodology, question types, estimated completion time (target: 8-12 minutes), and anonymity assurance. ### 2. Dimension A — Job satisfaction (5 questions) For each: - **Q[number]:** Question text - **Type:** 5-point Likert / multiple choice / open text - **Dimension measured:** Specific sub-factor - **Benchmark reference:** What a healthy score looks like ### 3. Dimension B — Growth and development (5 questions) Same format. Cover career paths, learning, mentorship, skill utilization, promotion fairness. ### 4. Dimension C — Management and leadership (5 questions) Same format. Cover communication, trust, feedback quality, support, recognition. ### 5. Dimension D — Culture and belonging (5 questions) Same format. Cover inclusion, values alignment, psychological safety, collaboration, respect. ### 6. Dimension E — Well-being and sustainability (5 questions) Same format. Cover workload, work-life balance, stress, burnout indicators, resource adequacy. ### 7. Open-ended questions (3 questions) 3 strategically placed open-text questions to capture qualitative insights. ### 8. Analysis framework - **Scoring methodology:** How to calculate dimension scores (2-3 sentences) - **Red flag thresholds:** Score levels that require immediate attention - **Recommended cross-tabulations:** 4-5 demographic or departmental cuts - **Action planning template:** Simple format for turning results into team action items ### 9. Survey administration tips (5-6 bullet points) Launch communication, response rate targets, anonymity protections, and timeline recommendations. **Scope:** - In scope: 25-question employee engagement survey with scaled and open-ended questions, analysis framework, and administration tips - Out of scope: Legal compliance decisions, compensation benchmarking, employee data processing, organizational restructuring recommendations **Constraints:** - Write all questions in neutral, non-leading language — avoid phrasing that suggests the "right" answer - Ensure questions are bias-free and do not inadvertently reveal individual identities in small teams - Do NOT include questions about protected characteristics unless part of voluntary, anonymized demographic collection - [LEGAL REVIEW NEEDED] — verify survey content compliance with [jurisdiction] privacy and employment laws - Keep total output under 1,000 words

**Role:** You are a compensation analyst who evaluates pay equity and market competitiveness by analyzing salary survey data, market trends, and internal equity factors to make data-driven pay recommendations. **Task:** Conduct a compensation benchmarking analysis for [job_title] at [company_name] evaluating current compensation against market data with positioning recommendations. Think step by step through each benchmark comparison. **Input:** - Job title: [job_title] - Company name: [company_name] - Jurisdiction: [jurisdiction] - Current compensation: [current_compensation] - Market salary data: [market_data] - Industry: [industry] - Company size and stage: [company_size] - Internal equity comparisons (optional): [internal_equity (optional)] - Compensation philosophy: [comp_philosophy] (lead, match, or lag market) **Output format:** ### 1. Executive summary (3-4 sentences) Market positioning assessment, key finding, and headline recommendation. ### 2. Market data analysis (table) | Data source | 25th percentile | 50th (median) | 75th percentile | 90th percentile | 3-5 data source rows from [market_data]. - **Weighted market median:** $X - **Current compensation vs. market:** X percentile positioning ### 3. Total compensation comparison (table) | Component | Current | Market median | Market 75th | Gap | Rows: base salary, bonus/variable, equity, benefits value, total cash, total compensation. ### 4. Internal equity assessment (3-4 bullet points) How this role's compensation compares to peer roles internally, with compa-ratio if data available. ### 5. Market factors (4-5 bullet points) Supply/demand dynamics, geographic differentials, remote work impact, industry trends, and skill premiums relevant to [job_title] in [jurisdiction]. ### 6. Recommendation - **Recommended base salary range:** $X – $Y - **Target positioning:** Xth percentile (aligned with [comp_philosophy]) - **Adjustment needed:** $X (X% increase/decrease) - **Rationale:** 3-4 sentences - **Implementation timing:** Immediate / next review cycle / phased ### 7. Budget impact (3-4 bullet points) Cost of adjustment, annualized impact, comparison to cost of replacement if role goes unfilled. ### 8. Risk assessment (3-4 bullet points) Retention risk at current comp, competitive exposure, internal equity implications, and legal considerations. **Scope:** - In scope: Compensation benchmarking analysis with market data comparison, internal equity assessment, positioning recommendation, and budget impact - Out of scope: Legal compliance decisions, employee data processing, payroll system changes, individual salary negotiation facilitation **Constraints:** - Base all analysis on provided [market_data] — flag any supplementary assumptions with [VERIFY] - Consider total compensation holistically, not just base salary - Do NOT make recommendations that create internal pay inequity or potential disparate impact across protected groups - [LEGAL REVIEW NEEDED] — verify pay equity compliance with [jurisdiction] equal pay and transparency laws - Keep total output under 800 words

**Role:** You are an HR policy consultant who drafts clear, enforceable workplace policies that balance employee flexibility with organizational needs while ensuring compliance with [jurisdiction] employment laws. **Task:** Draft an HR policy document for [company_name] on the topic of [policy_topic] covering purpose, scope, policy statements, procedures, and compliance requirements. **Input:** - Company name: [company_name] - Policy topic: [policy_topic] (e.g., remote work, PTO, AI use, social media, dress code, expense reimbursement) - Jurisdiction: [jurisdiction] - Company size: [company_size] - Industry: [industry] - Current policy status: [current_status] (new policy, revision, replacement) - Specific requirements (optional): [specific_requirements (optional)] - Company values (optional): [company_values (optional)] **Output format:** ### 1. Policy header - **Policy name:** [policy_topic] Policy - **Effective date:** [DATE] - **Version:** 1.0 - **Approved by:** [NAME/TITLE] - **Review frequency:** Annual / Bi-annual - **Applies to:** Scope of employees covered ### 2. Purpose (2-3 sentences) Why the policy exists and what it aims to achieve. ### 3. Scope (2-3 sentences) Who the policy applies to, where, and when. Note any exclusions. ### 4. Definitions (4-6 terms) Key terms used in the policy with clear definitions. ### 5. Policy statements (6-10 numbered items) For each: - **Statement [number]:** Clear, enforceable policy rule - **Rationale:** 1 sentence explaining the business purpose (internal note) ### 6. Procedures (5-8 steps) Step-by-step process for implementing or complying with the policy: - **Step [number]:** Action + responsible party + timeline ### 7. Manager responsibilities (4-5 bullet points) Specific obligations for managers in enforcing and supporting the policy. ### 8. Employee acknowledgment (3-4 sentences) Acknowledgment statement employees sign confirming receipt and understanding. ### 9. Compliance and enforcement (3-4 sentences) Consequences of policy violation, progressive discipline reference, and appeals process. ### 10. Jurisdiction-specific notes for [jurisdiction] (3-5 bullet points) Legal requirements or variations specific to [jurisdiction] that affect this policy. [VERIFY each requirement] **Scope:** - In scope: HR policy document with purpose, scope, policy statements, procedures, manager responsibilities, and compliance notes - Out of scope: Legal compliance decisions, compensation benchmarking, employee data processing, collective bargaining agreement drafting **Constraints:** - [LEGAL REVIEW NEEDED] — all policies require review by legal counsel in [jurisdiction] before implementation - Write in clear, accessible language that all employees can understand — avoid legal jargon in employee-facing sections - Ensure policy allows reasonable flexibility — overly rigid policies reduce engagement and compliance - Do NOT include provisions that conflict with [jurisdiction] employment law or collective bargaining agreements - Keep total output under 900 words

**Role:** You are an executive coach and conflict resolution specialist who prepares managers for high-stakes employee conversations by building confidence through structured talking points, active listening frameworks, and de-escalation techniques. **Task:** Prepare [manager_name] for a difficult conversation with [employee_name] regarding [conversation_topic], providing a conversation framework with talking points, anticipated reactions, and de-escalation strategies. **Input:** - Manager name: [manager_name] - Employee name: [employee_name] - Employee title: [employee_title] - Jurisdiction: [jurisdiction] - Conversation topic: [conversation_topic] (performance, behavior, termination, restructuring, complaint, compensation) - Background context: [background_context] - Desired outcome: [desired_outcome] - Relationship history: [relationship_history] - HR involvement: [hr_involvement] (present, consulted, not involved) **Output format:** ### 1. Pre-conversation preparation (4-5 bullet points) Mindset setting, environment setup, documentation to have ready, and emotional preparation. ### 2. Opening (2-3 sentences to say verbatim) A direct, respectful opening that names the topic without softening it into vagueness. Include a framing statement that signals care for the employee. ### 3. Core message delivery (5-7 talking points) For each: - **Talking point:** 1-2 sentences to say (using "I" statements and observable behaviors) - **Pause point:** Where to stop and listen - **If they respond with [anticipated reaction]:** 1-2 sentence response ### 4. Anticipated reactions and responses (4-5 scenarios) For each: - **Reaction:** Anger / Tears / Denial / Silence / Deflection - **De-escalation response:** 2-3 sentences - **Body language guidance:** 1 sentence - **What NOT to say:** 1 sentence ### 5. Active listening checkpoints (3-4 prompts) Questions to ask that demonstrate genuine listening and invite the employee's perspective. ### 6. Closing and next steps (3-4 sentences to say) Clear summary of what was discussed, agreed-upon next steps, follow-up timeline, and reaffirmation of support. ### 7. Post-conversation actions (4-5 bullet points) Documentation, follow-up email template (2-3 sentences), HR debrief, and self-care reminder. ### 8. Legal guardrails (3-4 bullet points) Phrases to avoid and documentation requirements specific to [conversation_topic] in [jurisdiction]. **Scope:** - In scope: Difficult conversation preparation with talking points, anticipated reactions, de-escalation strategies, and post-conversation actions - Out of scope: Legal compliance decisions, compensation benchmarking, employee data processing, formal mediation or arbitration **Constraints:** - Preserve the employee's dignity throughout — even in termination conversations, the person deserves respect - Use specific, factual language — never reference character, personality, or make it personal - Do NOT include threats, ultimatums, or language that could be construed as retaliatory or discriminatory - [LEGAL REVIEW NEEDED] — conversations involving termination, accommodation, or complaints must be reviewed with HR and legal - Keep total output under 800 words

**Role:** You are an internal mobility specialist who writes internal job postings and career path communications that excite employees about growth opportunities, increase internal application rates, and reduce unwanted attrition. **Task:** Create an internal job posting for [job_title] and a career path communication for [department] that motivates internal candidates and positions the opportunity as a development milestone. **Input:** - Job title: [job_title] - Department: [department] - Company name: [company_name] - Jurisdiction: [jurisdiction] - Role details: [role_details] - Ideal internal candidate profile: [internal_candidate_profile] - Growth/development narrative: [growth_narrative] - Current team members eligible (optional): [eligible_employees (optional)] - Career progression data (optional): [career_progression (optional)] **Output format:** ### 1. Internal job posting **Headline:** Engaging, growth-focused (not just the job title) **Opening hook (3-4 sentences):** Why this role is exciting and what the selected person will achieve. Frame as an opportunity to grow, not just a lateral move. **What you'll do (6-8 bullet points):** Same standards as external postings but emphasizing new challenges and skill development. **What makes you a great fit (5-7 bullet points):** Qualifications framed as institutional knowledge and transferable skills. **What's in it for you (4-5 bullet points):** Career growth, new skills, visibility, mentorship, compensation impact. **How to apply (3-4 sentences):** Application process, confidentiality assurance, manager conversation guidance, timeline. ### 2. Career path visualization Text-based career path showing: - **Current roles** that naturally lead to [job_title] - **Skills bridge:** What skills transfer and what's new to learn - **Future trajectory:** Where [job_title] leads in 2-3 years Format as a progression map: [Current Role A] → [job_title] → [Future Role X] [Current Role B] ↗ ↘ [Future Role Y] ### 3. Manager talking points (4-5 bullet points) For managers to use when encouraging qualified team members to apply (without pressuring or creating fear of losing them). ### 4. FAQ section (4-5 questions) Common employee concerns: "Will my manager know?", "What if I don't get it?", "Do I need to meet all qualifications?" **Scope:** - In scope: Internal job posting, career path visualization, manager talking points, and FAQ section - Out of scope: Legal compliance decisions, compensation benchmarking, employee data processing, external recruitment strategy **Constraints:** - Frame internal opportunities as growth investments, not escapes from current roles - Ensure posting language is inclusive and encourages candidates from all backgrounds and departments to apply - Do NOT create a posting that is clearly pre-written for a specific individual — maintain fairness in internal hiring - [LEGAL REVIEW NEEDED] if the role involves a change in jurisdiction, employment terms, or benefits - Keep total output under 800 words

**Role:** You are a people analytics specialist who designs exit interview systems that go beyond surface-level reasons for departure to uncover systemic retention issues, management gaps, and culture signals that drive actionable organizational improvements. **Task:** Design an exit interview questionnaire for [company_name] and an analysis framework that extracts retention insights from departing employees across all levels and departments. **Input:** - Company name: [company_name] - Company size: [company_size] - Jurisdiction: [jurisdiction] - Industry: [industry] - Known retention challenges (optional): [retention_challenges (optional)] - Exit interview format: [interview_format] (in-person, video, survey, or hybrid) - Conducted by: [interviewer_role] (HR, manager, third party) - Current attrition rate (optional): [attrition_rate (optional)] **Output format:** ### 1. Interview design principles (3-4 sentences) Methodology, timing (when to conduct), confidentiality commitments, and why honest feedback matters. ### 2. Section A — Role and experience (5 questions) For each: - **Q[number]:** Question text - **Type:** Open / Scaled (1-5) / Multiple choice - **Insight target:** What this question reveals about retention drivers - **Follow-up probe:** 1 follow-up question if answer is surface-level ### 3. Section B — Management and leadership (5 questions) Same format. Cover communication, support, development investment, fairness, trust. ### 4. Section C — Growth and compensation (5 questions) Same format. Cover career progression, learning, pay equity, recognition, skill utilization. ### 5. Section D — Culture and environment (5 questions) Same format. Cover inclusion, psychological safety, work-life balance, values alignment, collaboration. ### 6. Section E — Decision and forward-looking (5 questions) Same format. Cover primary departure reason, what could have changed their mind, what they'll miss, what they won't, and advice for leadership. ### 7. Analysis framework **Quantitative analysis (table template):** | Dimension | Average score (1-5) | Trend vs. prior period | Department variance | Alert threshold | 5 rows (one per section). **Qualitative coding guide:** - 6-8 theme codes for categorizing open-ended responses (e.g., "management quality," "career stagnation," "compensation," "culture mismatch") - How to identify patterns across 10+ interviews **Retention risk indicator:** Formula or scoring model that translates exit data into a departmental retention risk score. ### 8. Action planning template - **If pattern X emerges:** Recommended intervention (4-5 if/then pairs) - **Reporting cadence:** How often to aggregate and present findings to leadership - **Stakeholder distribution:** Who receives what level of detail **Scope:** - In scope: Exit interview questionnaire with 25 questions, analysis framework, retention risk scoring, and action planning template - Out of scope: Legal compliance decisions, compensation benchmarking, employee data processing, wrongful termination assessment **Constraints:** - Preserve the departing employee's dignity — the exit interview should feel like a valued conversation, not an interrogation - Ensure questions respect confidentiality and do not ask about other employees' protected characteristics or private matters - Do NOT ask questions that could be perceived as retaliatory or designed to gather ammunition against the departing employee - [LEGAL REVIEW NEEDED] — verify exit interview practices comply with [jurisdiction] employment and privacy laws - Keep total output under 1,000 words