Browse ready-to-use ChatGPT and AI prompts for recruiting, job descriptions, interview questions, onboarding, HR policies, employee engagement, and more. Copy, customize, and ship.
Every prompt below was written for a specific HR job-to-be-done. Each one uses {{variables}} like {{job_title}} or {{company_name}}. Fill those in before running the prompt. Expand a card to edit the variables inline. Click the star to save a prompt for later (stored in your browser).
A reminder: AI is great for drafting. For anything sensitive (candidate resumes, employee performance data, confidential notes. Use AI tools with explicit no-training policies, or run them inside a hiring platform like Hirex that handles data and audit requirements for you.
Category
Role
42 prompts
Interview QuestionsRecruiterHiring Manager
Create a structured interview scorecard
You are an experienced recruiter. Create a structured interview scorecard for the role of {{job_title}} at {{company_name}}. Include 5 core competencies, 3 behavioral questions, 3 technical or role-specific questions, scoring criteria from 1 to 5, and red flags to watch for. Keep the scorecard practical for a hiring manager to use in a 45-minute interview.
Job DescriptionsRecruiterHR Manager
Draft a job description from scratch
Write a job description for a {{seniority_level}} {{job_title}} at {{company_name}}, a {{company_type}}. Include a 2-sentence company intro, role overview, 6 responsibilities, 6 requirements, 3 nice-to-haves, and a short closing about culture. Use inclusive language and avoid jargon.
Job DescriptionsRecruiterHR Manager
Rewrite a job description for inclusivity
Rewrite the following job description to be more inclusive and accessible. Flag gendered language, jargon, and unnecessary requirements that may exclude qualified candidates. Keep the structure and length similar.
Job description:
{{job_description}}
Resume ScreeningRecruiterHiring Manager
Summarize a candidate's resume
Summarize the candidate's resume below in 5 bullet points for a hiring manager. Focus on: relevant experience for {{job_title}}, key achievements, technical skills, gaps or concerns, and overall fit. Keep each bullet under 25 words.
Resume:
{{resume_text}}
Resume ScreeningRecruiter
Score a candidate against a job
Compare the resume below to the job requirements. Score the candidate from 1-10 on: required skills, experience level, domain knowledge, and growth potential. Explain each score in one sentence. End with a recommendation: strong fit, possible fit, or not a fit.
Job requirements:
{{job_requirements}}
Resume:
{{resume_text}}
Candidate CommunicationRecruiter
Draft a respectful rejection email
Write a short, respectful rejection email to {{candidate_name}} who applied for {{job_title}} at {{company_name}}. Mention you appreciated their time, do not give detailed feedback, leave the door open for future roles. Keep it under 100 words.
RecruitingRecruiterTalent Acquisition
Write a cold sourcing outreach message
Write a personalized cold outreach message to {{candidate_name}} on LinkedIn about a {{job_title}} role at {{company_name}}. Reference their background in {{candidate_background}}. Be specific, not generic. Keep it under 80 words. End with a soft question, not a hard ask.
Candidate CommunicationRecruiter
Follow up with a non-responsive candidate
Write a friendly follow-up message to {{candidate_name}} who didn't respond to my initial outreach about {{job_title}}. Keep it short, add one new piece of context about the role, and don't sound pushy.
Interview QuestionsRecruiterHiring Manager
Generate behavioral interview questions
Generate 8 behavioral interview questions for a {{job_title}} role focused on {{competency}}. For each question, include what a strong answer would demonstrate and one red flag in a weak answer.
Interview QuestionsHiring Manager
Generate technical interview questions
Generate 6 technical interview questions for a {{seniority_level}} {{job_title}}. Mix conceptual questions, scenario-based questions, and one short coding or design exercise. For each, describe what a strong answer looks like.
Interview QuestionsRecruiterHiring Manager
Structure an interview debrief
I have the following interview feedback from 4 interviewers for {{candidate_name}} applying to {{job_title}}. Summarize the strongest themes, conflicting signals, open questions, and a recommended decision (hire / no hire / second round).
Feedback:
{{interview_feedback}}
OnboardingHR ManagerHiring Manager
Create a 30-60-90 day onboarding plan
Build a 30-60-90 day plan for a new {{job_title}} joining the {{team_name}} team. Include learning goals, key relationships to build, deliverables, and check-in cadence with the manager.
OnboardingHR ManagerPeople Ops
Draft a welcome email for a new hire
Write a warm welcome email for {{candidate_name}} who is joining {{company_name}} as a {{job_title}} on {{start_date}}. Include first-day logistics, what to expect in week one, and a tone consistent with a modern, friendly tech company.
Performance ReviewsHR ManagerHiring Manager
Draft a performance review
Draft a balanced performance review for {{employee_name}}, a {{job_title}}, based on the notes below. Include: 3 strengths with examples, 2 growth areas with examples, and recommended next-quarter focus. Keep tone constructive and specific.
Notes:
{{manager_notes}}
Performance ReviewsHR ManagerHR Business Partner
Summarize peer review responses
Summarize the following peer review responses about {{employee_name}}. Group themes, surface conflicting signals, and write a 3-paragraph manager-facing summary.
Responses:
{{peer_responses}}
Performance ReviewsHiring Manager
Draft quarterly goals for an employee
Draft 3-5 quarterly goals for {{employee_name}}, a {{job_title}}, aligned with the team priorities below. Each goal should be specific, measurable, and time-bound.
Team priorities:
{{team_priorities}}
HR PoliciesHR ManagerPeople Ops
Draft an HR policy
Draft an HR policy on {{policy_topic}} for {{company_name}}, a {{company_size}} company in {{country}}. Include purpose, scope, key rules, employee responsibilities, manager responsibilities, and a clear effective date. Use plain language.
HR PoliciesHR Manager
Generate FAQs for an HR policy
Generate 10 employee-facing FAQs for the HR policy below. Anticipate practical questions an employee would ask, and write clear, friendly answers.
Policy:
{{policy_text}}
Employee EngagementHR ManagerPeople Ops
Draft an engagement survey
Design a short engagement survey for {{company_name}} with 12 questions. Cover: belonging, manager support, growth, recognition, workload, and overall sentiment. Include a mix of Likert-scale and one open-text question per theme.
Employee EngagementHR Business PartnerPeople Ops
Analyze open-text survey responses
Analyze the open-text engagement survey responses below. Identify the top 5 themes, the strongest signal of concern, and one positive insight worth amplifying. Quote 1-2 responses per theme.
Responses:
{{survey_responses}}
DEIRecruiterHR Manager
Audit a job posting for inclusivity
Audit the job description below for inclusivity. Flag gendered language, ableist phrasing, unnecessary requirements, and tone issues. Suggest a rewritten version preserving the role's meaning.
Job description:
{{job_description}}
DEIHR Business Partner
Summarize diversity hiring data
Summarize the diversity hiring data below for a leadership audience. Highlight changes vs prior period, where representation improved, where it didn't, and 2 recommended actions.
Data:
{{diversity_data}}
Learning & DevelopmentHR ManagerHiring Manager
Build a learning plan for an employee
Build a 6-month learning plan for {{employee_name}}, a {{job_title}}, who wants to grow toward {{target_role}}. Include skill gaps, recommended courses, on-the-job projects, mentoring suggestions, and progress milestones.
Learning & DevelopmentPeople Ops
Summarize a training session
Summarize the training session transcript below into: 5 key takeaways, 3 action items for participants, and 1 follow-up resource recommendation.
Transcript:
{{transcript}}
Employer BrandingRecruiterHR Manager
Write careers page copy
Write careers page copy for {{company_name}}, a {{company_type}}. Include a punchy hero headline, a 3-sentence company intro, 4 'why work here' value props with short descriptions, and a closing CTA.
Employer BrandingRecruiter
Draft an employer brand social post
Write a LinkedIn post for {{company_name}} celebrating {{milestone}}. Keep it human and specific. Avoid corporate clichés. Under 120 words. End with one open question to encourage comments.
RecruitingRecruiterTalent Acquisition
Diagnose a slow hiring pipeline
Given the pipeline data below for {{job_title}}, identify the stage with the biggest drop-off, the most likely cause, and 3 specific actions to improve flow.
Data:
{{pipeline_data}}
RecruitingHiring ManagerRecruiter
Define the ideal candidate profile
Define an ideal candidate profile for a {{seniority_level}} {{job_title}} at {{company_name}}. Cover: must-have skills, nice-to-haves, prior experience patterns, deal-breakers, and what success looks like in 6 months.
RecruitingRecruiter
Prepare hiring manager intake questions
Generate a list of 15 intake questions to ask a hiring manager kicking off a search for a {{job_title}}. Cover: scope of role, success criteria, must-haves vs nice-to-haves, team dynamics, comp range, urgency, and process expectations.
Candidate CommunicationRecruiterHR Manager
Draft an offer email
Write a warm, professional offer email to {{candidate_name}} for the role of {{job_title}} at {{company_name}}. Include the offer summary, next steps, and a personal note. Do not include legal disclaimers. Those go in the offer letter.
RecruitingRecruiter
Draft reference check questions
Generate 10 reference check questions for {{candidate_name}}, who is interviewing for {{job_title}}. Mix open-ended questions about strengths, growth areas, working style, and one specific question about {{competency}}.
HR PoliciesHR Business PartnerHR Manager
Summarize comp benchmark data
Summarize the comp benchmark data below for {{job_title}} in {{location}}. Provide median, 25th and 75th percentile, and a 2-sentence narrative for a hiring manager.
Data:
{{benchmark_data}}
Employee EngagementHR Business Partner
Summarize an exit interview
Summarize the exit interview notes below into: top 3 reasons for leaving, manager-related themes, organizational themes, and 2 retention insights for the leadership team.
Notes:
{{exit_notes}}
Candidate CommunicationRecruiter
Ask for candidate experience feedback
Write a short, friendly email asking {{candidate_name}} for feedback on their experience interviewing at {{company_name}}. Be honest that you want to improve. Make it easy to reply with just a few sentences.
Interview QuestionsHiring Manager
Create a 5-point rubric for a competency
Create a 5-point scoring rubric for the competency '{{competency}}' for a {{job_title}}. For each level (1-5), describe observable behaviors and example evidence an interviewer might hear.
Interview QuestionsHiring Manager
Design a take-home case study
Design a take-home case study for a {{job_title}} candidate. The case should take 2-3 hours, reflect real work, and be evaluable on 3-4 dimensions. Provide the brief, expected deliverables, and an evaluation rubric.
OnboardingPeople OpsHR Manager
Design a remote-friendly onboarding week
Design a week-one onboarding schedule for a remote {{job_title}} joining {{company_name}}. Include daily blocks for orientation, team intros, tooling setup, async reading, and one 'quick win' task.
OnboardingPeople Ops
Outline an onboarding buddy program
Outline a buddy program for new hires at {{company_name}}. Include: buddy selection criteria, time commitment, weekly check-in topics for the first 90 days, and how to measure program success.
Employee EngagementPeople OpsHR Manager
Draft an internal announcement
Write an internal announcement at {{company_name}} about {{announcement_topic}}. Lead with the headline, explain the change, explain the why, address likely questions, and end with where to ask follow-ups.
Performance ReviewsHiring Manager
Generate 1:1 agenda questions
Generate 10 thoughtful 1:1 questions a manager can rotate through with a {{job_title}}. Cover: progress, blockers, growth, energy, team dynamics, and career.
RecruitingRecruiter
Plan a 20-minute candidate screening call
Plan a 20-minute screening call agenda for a {{job_title}} candidate. Include: intro (2 min), candidate intro and motivation (5 min), 3 must-evaluate areas with sample questions (10 min), candidate questions (3 min). Be specific.
Learning & DevelopmentHR ManagerPeople Ops
Design a manager training program
Design a 6-week new-manager training program for {{company_name}}. Include weekly topics, learning outcomes, recommended formats (workshop, async, coaching), and a final capstone.
