Hiring Prompts

Write a job description.

Job title: [TITLE]
Department: [TEAM/DEPARTMENT]
Reports to: [MANAGER'S ROLE]
Location: [REMOTE / HYBRID / OFFICE LOCATION]
Employment type: [FULL-TIME / PART-TIME / CONTRACT]

About the role:
[DESCRIBE WHAT THIS PERSON WILL DO AND WHY IT MATTERS]

Key responsibilities:
[LIST 5-7 MAIN RESPONSIBILITIES]

Must-have qualifications:
[REQUIREMENTS THAT ARE ACTUALLY REQUIRED]

Nice-to-have qualifications:
[THINGS THAT WOULD BE BONUS BUT AREN'T DEAL-BREAKERS]

What we offer:
[BENEFITS, CULTURE, GROWTH OPPORTUNITIES]

Create a job description that:
- Opens with what makes this role exciting
- Is honest about the work and expectations
- Distinguishes between must-haves and nice-to-haves
- Gives a sense of the team and company culture
- Avoids gendered language and unnecessary requirements

Keep it under 700 words. Write to attract, not to filter out.

Create interview questions for a role.

Position: [JOB TITLE]
Level: [ENTRY / MID / SENIOR / LEADERSHIP]
Key skills needed: [LIST 3-5 CRITICAL SKILLS]
Team culture: [DESCRIBE YOUR TEAM'S WORK STYLE]

Interview stage: [PHONE SCREEN / TECHNICAL / CULTURE FIT / FINAL]
Interview length: [MINUTES]

Create questions that assess:
1. Relevant experience and skills
2. Problem-solving approach
3. Culture fit and work style
4. Growth mindset and learning
5. Specific scenarios they'll face in this role

For each question, include:
- The question itself
- What you're looking for in the answer
- Follow-up probes if needed

Mix behavioral ("Tell me about a time...") with situational ("How would you handle...") questions. Avoid questions with obvious "right" answers.

Create a candidate evaluation form.

Position: [JOB TITLE]
Key competencies to evaluate:
[LIST 4-6 SKILLS OR QUALITIES]

Interview stage: [WHICH ROUND THIS IS FOR]

Create an evaluation form with:
1. Candidate information section
2. Rating scale (1-5) with clear definitions
3. Competency sections with:
   - Specific criteria to evaluate
   - Space for evidence/examples
   - Rating for each competency
4. Overall recommendation section
5. Strengths observed
6. Concerns or gaps
7. Questions for next round (if applicable)
8. Hire / No Hire / Unsure with explanation

Design for consistency across interviewers. Include prompts for specific examples, not just impressions.

Write a job offer letter.

Candidate name: [NAME]
Position: [JOB TITLE]
Department: [TEAM]
Start date: [DATE]
Salary: [AMOUNT AND FREQUENCY]
Employment type: [FULL-TIME / PART-TIME / CONTRACT]

Additional compensation:
[BONUS, EQUITY, ETC.]

Benefits:
[KEY BENEFITS TO HIGHLIGHT]

Reporting to: [MANAGER NAME AND TITLE]

Special terms (if any):
[SIGNING BONUS, RELOCATION, ETC.]

Write an offer letter that:
- Opens with genuine excitement about them joining
- Clearly states the key terms (title, compensation, start date)
- Summarizes benefits
- Explains next steps
- Includes deadline to respond
- Notes that this is pending [background check, etc.] if applicable

Tone: Professional but warm. Make them feel wanted, not processed.

Write a rejection email to a candidate.

Candidate name: [NAME]
Position they applied for: [JOB TITLE]
Stage they reached: [APPLICATION / PHONE SCREEN / INTERVIEW / FINAL ROUND]

Reason for rejection (internal, don't share specifics):
[WHY THEY WEREN'T SELECTED]

Should I:
- Encourage them to apply for other roles? [YES/NO]
- Offer to keep them in mind for future opportunities? [YES/NO]
- Provide any feedback? [YES/NO - if yes, what's appropriate to share]

Write an email that:
- Thanks them sincerely for their time and interest
- Delivers the news clearly and early (don't bury it)
- Doesn't over-explain or give false hope
- Leaves the door open appropriately
- Maintains the company's reputation

Keep it brief but human. They spent time on this process—respect that.

Create reference check questions.

Candidate: [NAME]
Position they're being considered for: [JOB TITLE]
Key qualities we need to verify: [LIST 3-4 IMPORTANT TRAITS]

Reference type: [FORMER MANAGER / COLLEAGUE / DIRECT REPORT]

Create questions that:
1. Verify basic information (role, dates, responsibilities)
2. Assess specific competencies needed for our role
3. Understand their work style and collaboration approach
4. Identify growth areas or development needs
5. Get a sense of fit for our specific environment

Include:
- Opening questions to build rapport
- Behavioral questions about specific situations
- Questions about areas of concern from interviews
- Closing question: "Would you hire them again?"

Design questions to get beyond generic praise. Ask for specific examples.