50+ ChatGPT Prompts for Recruiters: Sourcing, Outreach & More (2026)

You are an expert at creating LinkedIn and Google X-Ray boolean search strings for recruiting.

Create a comprehensive boolean search string to find candidates matching these criteria:

Role: [JOB TITLE]
Required skills: [SKILL 1, SKILL 2, SKILL 3]
Experience level: [YEARS]
Location: [LOCATION or "remote"]
Industry preference: [INDUSTRY - optional]
Exclude: [COMPANIES OR KEYWORDS TO EXCLUDE - optional]

Requirements:
1. Create a LinkedIn Recruiter boolean string
2. Create a Google X-Ray search string for LinkedIn profiles
3. Include common title variations (e.g., "Software Engineer" OR "Software Developer" OR "SWE")
4. Include skill synonyms where relevant
5. Keep strings under 500 characters for LinkedIn compatibility

Output format:
**LinkedIn Recruiter String:**
[string]

**Google X-Ray String:**
[string]

**Suggested variations to test:**
[2-3 alternative approaches]

Generate boolean search strings for a technical recruiting search:

Position: [ROLE - e.g., "Senior Backend Engineer"]
Tech stack requirements:
- Must have: [REQUIRED TECH - e.g., "Python, PostgreSQL"]
- Nice to have: [PREFERRED TECH - e.g., "Kubernetes, AWS"]

Seniority: [LEVEL - e.g., "5+ years, senior or staff level"]
Company targets: [TARGET COMPANIES - e.g., "FAANG, fintech unicorns"]
Location: [LOCATION]

Create:
1. LinkedIn Recruiter boolean (primary search)
2. LinkedIn Recruiter boolean (expanded search with more title variations)
3. GitHub search string (for finding active developers)
4. Google X-Ray for LinkedIn

Include relevant title variations: Software Engineer, Developer, SWE, etc.
Include skill variations: Python could include Django, Flask, FastAPI.

Create boolean search strings for an executive-level search:

Target title: [TITLE - e.g., "VP of Engineering", "CTO"]
Company size sweet spot: [SIZE - e.g., "50-500 employees, Series B-D"]
Industry: [INDUSTRY]
Must-have experience: [EXPERIENCE - e.g., "scaled engineering team from 20 to 100+"]
Location: [LOCATION]

Create:
1. LinkedIn Recruiter string
2. Google X-Ray for LinkedIn
3. Google search for company "leadership" or "about us" pages
4. Suggested Boolean for finding people who recently left target companies

Note: Executive titles vary widely. Include variations like:
- VP of Engineering / VP Engineering / Vice President Engineering
- CTO / Chief Technology Officer / Chief Technical Officer
- Head of Engineering / Engineering Director / Director of Engineering

I'm recruiting for [ROLE] at [YOUR COMPANY TYPE - e.g., "a Series B fintech startup"].

Help me identify 20 companies where I might find strong candidates. Consider:
- Direct competitors
- Companies with similar tech stacks
- Companies known for strong [FUNCTION - e.g., "engineering"] talent
- Companies that recently had layoffs or freezes
- Companies in adjacent industries with transferable skills

For each company, note:
1. Company name
2. Why they're a good source
3. Typical titles to search for there
4. Any recent news that might make people open to moving

Focus on [LOCATION] or remote-friendly companies.

Help me build a detailed candidate persona for this role:

Role: [JOB TITLE]
Level: [SENIORITY]
Company context: [BRIEF COMPANY DESCRIPTION]
Team they'd join: [TEAM CONTEXT]

Create a detailed persona including:

**Background:**
- Typical educational background
- Career progression path (what roles they held before)
- Years of experience sweet spot
- Companies they've likely worked at

**Skills & Competencies:**
- Technical skills (must-have vs nice-to-have)
- Soft skills critical for success
- Domain knowledge requirements

**Motivations:**
- Why would someone in this position be open to moving?
- What would attract them to a role like ours?
- What concerns might they have about the opportunity?

**Where to find them:**
- LinkedIn groups or communities
- Conferences or events they attend
- Publications or blogs they read
- Open source projects or GitHub activity

**Red flags to watch for:**
- Warning signs in their background
- Common deal-breakers for this type of candidate

Write a cold LinkedIn outreach message for a recruiting opportunity.

**About the candidate:**
- Name: [NAME]
- Current role: [CURRENT TITLE] at [CURRENT COMPANY]
- Notable background detail: [SOMETHING SPECIFIC - e.g., "built their payments infrastructure", "spoke at GopherCon 2024", "open source contributor to Kubernetes"]
- Years of experience: [YEARS]

**About the opportunity:**
- Role: [JOB TITLE]
- Company: [COMPANY NAME]
- One compelling reason to consider: [HOOK - e.g., "we're the only startup tackling X", "you'd be the first ML hire building the team", "remote-first with $200K-$250K range"]

**Requirements:**
- Keep under 100 words (LinkedIn connection requests have limits)
- Start with something specific about THEM, not about the role
- Be conversational, not corporate
- End with a soft ask (not "are you interested?" — too binary)
- Don't use exclamation points excessively
- No "I hope this message finds you well"

Generate 3 variations with different opening hooks.

Write a follow-up message for a candidate who didn't respond to my initial outreach.

**Context:**
- Original message sent: [X DAYS] ago
- Their name: [NAME]
- The role: [ROLE]
- What I mentioned in the first message: [BRIEF SUMMARY]

**Requirements:**
- Keep it shorter than the original (under 50 words)
- Don't be pushy or guilt-trippy
- Add ONE new piece of value (new info about the role, company news, etc.)
- Easy out: acknowledge they might not be interested
- Suggest a specific next step

Generate 2 variations: one slightly more casual, one slightly more formal.

Write a LinkedIn message leveraging a mutual connection.

**The connection:**
- Mutual contact: [MUTUAL CONNECTION NAME]
- How they know the candidate: [RELATIONSHIP - e.g., "worked together at Stripe", "met at a conference"]
- Did the mutual contact make an intro? [YES/NO]

**About the candidate:**
- Name: [NAME]
- Current role: [CURRENT ROLE]

**The opportunity:**
- Role: [JOB TITLE] at [COMPANY]
- Why it might interest them: [REASON]

**Requirements:**
- Lead with the mutual connection
- Keep under 80 words
- Don't make the mutual contact sound like they're vouching (unless they explicitly did)
- Be warm but still professional

Write a LinkedIn InMail for a passive candidate who isn't actively looking.

**Candidate:**
- Name: [NAME]
- Current title: [TITLE] at [COMPANY]
- Tenure at current company: [YEARS]
- Something impressive about their background: [ACHIEVEMENT]

**Opportunity:**
- Role: [JOB TITLE]
- Company: [YOUR COMPANY]
- Why this might be worth exploring even if not looking: [HOOK]

**Requirements:**
- Acknowledge they're probably not looking
- Focus on the career opportunity, not the job
- Mention something specific about their work that impressed you
- Keep under 150 words
- Include a low-commitment ask (15-min chat, not "are you interested?")
- Subject line ideas: provide 3 options that would make YOU click

Write an inclusive, compelling job description for this role:

**Role Details:**
- Title: [JOB TITLE]
- Level: [SENIORITY]
- Department: [TEAM]
- Reports to: [MANAGER TITLE]
- Location: [LOCATION/REMOTE POLICY]

**Responsibilities (in priority order):**
1. [PRIMARY RESPONSIBILITY]
2. [SECONDARY RESPONSIBILITY]
3. [TERTIARY RESPONSIBILITY]

**Requirements:**
- Must have: [ESSENTIAL SKILLS]
- Nice to have: [PREFERRED SKILLS]
- Years of experience: [RANGE - be realistic]

**Company Context:**
- [1-2 SENTENCES ABOUT THE COMPANY]

**Compensation:** [RANGE or "competitive"]

**Writing Guidelines:**
- Use "you" language ("You will..." not "The candidate will...")
- Avoid gendered language
- Avoid unnecessary requirements (don't ask for 10 years for a mid-level role)
- Focus on outcomes and impact, not tasks
- Include a "What success looks like" section
- Keep total length under 600 words
- Add an inclusive statement about who should apply

Output format:
1. Job title and summary (2-3 sentences)
2. What you'll do (5-7 bullet points)
3. What you bring (requirements as bullets)
4. What success looks like in 6 months
5. Why join [COMPANY]
6. Compensation and benefits
7. Inclusive closing statement

Review this job description for bias and suggest improvements:

[PASTE JOB DESCRIPTION HERE]

Analyze for:
1. **Gendered language** (e.g., "rockstar", "ninja", "aggressive")
2. **Unnecessary requirements** (e.g., specific degrees when skills matter more)
3. **Exclusionary phrases** (e.g., "young and energetic", "culture fit")
4. **Unrealistic experience requirements** (e.g., 10 years for emerging tech)
5. **Missing inclusive elements** (no mention of accommodations, flexibility, etc.)
6. **Jargon overload** that might confuse qualified candidates

For each issue found:
- Quote the problematic text
- Explain why it's an issue
- Suggest alternative language

Then provide a revised version of the full JD with all improvements incorporated.

Generate behavioral interview questions for this role:

**Role:** [JOB TITLE]
**Level:** [SENIORITY]
**Key competencies to assess:**
1. [COMPETENCY 1 - e.g., "cross-functional collaboration"]
2. [COMPETENCY 2 - e.g., "dealing with ambiguity"]
3. [COMPETENCY 3 - e.g., "technical decision-making"]

For each competency, provide:
- 2 primary questions (use "Tell me about a time when..." format)
- 2 follow-up probes
- What a strong answer looks like
- Red flags in answers

Also include:
- 1 question about failure/learning
- 1 question about conflict resolution
- 1 question about their biggest professional achievement

Format as a structured interview guide I can print and use.

Create a technical interview question set for:

**Role:** [JOB TITLE]
**Tech stack:** [TECHNOLOGIES]
**Interview duration:** [LENGTH] minutes
**Interviewer expertise level:** [LEVEL - technical or semi-technical]

Create:
1. **Warm-up questions (5 min):** Basic concepts to put candidate at ease
2. **Core technical questions (20 min):** Assess required skills
3. **Problem-solving question (15 min):** A practical scenario to walk through
4. **System design or architecture question (15 min):** For senior roles
5. **Questions for them (5 min):** What questions would a strong candidate ask?

For each question include:
- The question itself
- What you're assessing
- Follow-up probes
- Strong vs. weak answer indicators

Make sure questions can be answered without a whiteboard (for phone screens).

Help me synthesize interview feedback for a candidate.

**Role:** [JOB TITLE]
**Candidate:** [NAME]

**Interview notes:**
[PASTE YOUR NOTES OR FEEDBACK HERE]

Please help me:

1. **Summarize key strengths** (evidence-based)
2. **Summarize concerns** (evidence-based)
3. **Identify areas we still need to assess** (gaps in our data)
4. **Rate confidence level** on each core competency:
 - [COMPETENCY 1]: High/Medium/Low confidence, evidence: ...
 - [COMPETENCY 2]: High/Medium/Low confidence, evidence: ...
 - [COMPETENCY 3]: High/Medium/Low confidence, evidence: ...

5. **Suggest 2-3 questions** for a follow-up interview or reference check that would address the concerns or gaps

Format as a structured debrief document I can share with the hiring manager.

**Important:** This is to help organize my thinking, not to make the hiring decision. I'll apply human judgment to the final recommendation.

Help me build a sourcing strategy to increase diversity for this role:

**Role:** [JOB TITLE]
**Current pipeline demographics:** [CURRENT STATE - e.g., "80% male candidates"]
**Target improvement:** [GOAL - e.g., "increase women candidates to 40% of pipeline"]

Suggest:

1. **Organizations and communities** to engage with (specific names)
 - Professional associations for underrepresented groups in [INDUSTRY/FUNCTION]
 - ERG networks at large companies
 - Bootcamps and programs with diverse graduates

2. **Events and conferences** that index toward diverse speakers/attendees

3. **Boolean string modifications** to find diverse talent
 - Include: [specific groups, organizations, pronouns when appropriate]
 - Exclude: [nothing that would discriminate]

4. **Job posting distribution** channels beyond LinkedIn

5. **Messaging adjustments** for outreach to underrepresented candidates
 - What concerns might they have about joining [COMPANY TYPE]?
 - What signals of inclusion would resonate?

**Important:** All suggestions must be legal and ethical. Focus on expanding where we look, not filtering on protected characteristics.

Write a re-engagement message to a candidate who was a finalist but didn't get the offer.

**Context:**
- Candidate name: [NAME]
- Original role they applied for: [PREVIOUS ROLE]
- Time since rejection: [TIMEFRAME]
- New opportunity: [NEW ROLE]
- Why they'd be a fit: [REASON]

**Requirements:**
- Acknowledge the previous process respectfully
- Don't be awkward about the rejection
- Highlight why THIS role is different/better for them
- Keep it under 100 words
- Make the ask easy (quick call, not formal application)

Write a nurture email to candidates in our talent pipeline who aren't actively in process.

**Context:**
- Audience: [CANDIDATE TYPE - e.g., "senior engineers who expressed interest in the past 6 months"]
- Company update to share: [NEWS - e.g., "new funding round", "product launch", "new office opening"]
- Goal: Keep them warm, not pitch a specific job

**Requirements:**
- Provide genuine value (news, insights, resources)
- Don't be salesy
- Include a soft CTA (connect on LinkedIn, visit careers page, reply with questions)
- Keep under 150 words
- Sound like a human, not a marketing email

Write an outreach message to a former employee we'd like to bring back.

**Context:**
- Name: [NAME]
- Previous role: [OLD ROLE]
- When they left: [TIMEFRAME]
- Why they left (if known): [REASON FOR LEAVING]
- New opportunity: [NEW ROLE]
- What's changed since they left: [CHANGES]

**Requirements:**
- Warm, personal tone (you have history)
- Acknowledge what's changed since they left
- Be genuine about why you're reaching out now
- Don't assume they want to come back
- Include a specific reason why YOU thought of them

Write a rejection email for a candidate who interviewed but didn't get the offer.

**Context:**
- Candidate name: [NAME]
- Role: [JOB TITLE]
- Stage they reached: [STAGE - e.g., "final round", "phone screen"]
- Specific feedback to share (if any): [FEEDBACK - optional]
- Should we encourage future applications? [YES/NO]

**Requirements:**
- Thank them genuinely
- Be clear about the decision (no false hope)
- If giving feedback, be specific and constructive
- Don't over-explain or apologize excessively
- End on a positive note
- Keep under 150 words

Write a response to a candidate who declined our offer.

**Context:**
- Candidate name: [NAME]
- Role offered: [JOB TITLE]
- Reason for decline (if known): [REASON]
- Do we want to stay in touch for future? [YES/NO]

**Requirements:**
- Be gracious, not bitter
- Wish them well genuinely
- If staying in touch, make it clear without being pushy
- Ask for feedback if appropriate
- Leave the door open professionally
- Keep under 100 words

Help me prepare talking points for a candidate who received a counteroffer.

**Context:**
- Candidate name: [NAME]
- Our offer: [OUR OFFER DETAILS]
- Their current company's counter: [COUNTEROFFER DETAILS - if known]
- Main reason they wanted to leave originally: [ORIGINAL MOTIVATION]

**Create:**
1. Opening: How to start the conversation without pressure
2. Questions to ask: Help them think through the decision
3. Points to make: Why counteroffers often don't work out (with stats if available)
4. What NOT to say: Common mistakes
5. Closing: How to end regardless of their decision

**Tone:** Consultative advisor, not salesperson

Create an intake meeting agenda and questions for a new role.

**Role:** [JOB TITLE]
**Hiring manager:** [HM NAME/TITLE]
**Department:** [TEAM]
**Timeline:** [URGENCY]

**Generate:**
1. Pre-meeting questions to send the HM in advance
2. Structured agenda for a 45-minute intake (with time allocations)
3. Key questions to ask about:
 - Must-have vs nice-to-have requirements
 - What the last person in this role did well/poorly
 - Interview process and who's involved
 - Compensation expectations and flexibility
 - Realistic timeline
4. Questions to uncover hidden requirements
5. Red flag questions (what would disqualify a candidate immediately)

Write a concise hiring update email for the hiring manager.

**Context:**
- Role: [JOB TITLE]
- Time since kickoff: [WEEKS]
- Candidates sourced this week: [NUMBER]
- Candidates in pipeline: [NUMBER BY STAGE]
- Interviews scheduled: [INTERVIEWS]
- Blockers or concerns: [ISSUES - if any]
- Market observations: [MARKET INSIGHTS - optional]

**Requirements:**
- Lead with the most important info
- Be honest about challenges
- Include specific asks if you need HM action
- Suggest next steps
- Keep under 200 words
- Format for easy scanning

Help me draft a message to a hiring manager about unrealistic role requirements.

**Context:**
- Role: [JOB TITLE]
- Unrealistic requirement: [ISSUE - e.g., "10 years experience for $80K", "unicorn skillset"]
- Market data to support my point: [DATA - if available]
- What I'm proposing instead: [ALTERNATIVE]

**Requirements:**
- Be diplomatic, not confrontational
- Lead with data and market reality
- Offer solutions, not just problems
- Suggest a specific alternative or compromise
- Maintain collaborative tone

Help me analyze the talent landscape at a competitor.

**Target company:** [COMPANY NAME]
**Function of interest:** [DEPARTMENT - e.g., "Engineering", "Product"]
**My company context:** [BRIEF DESCRIPTION]

**Analyze:**
1. Typical org structure for this function at companies this size
2. Common titles and levels I should search for
3. Likely skills and technologies they use
4. Recent news that might affect employee sentiment (layoffs, reorgs, leadership changes)
5. How their compensation likely compares to ours
6. Best messaging angles for someone leaving this company
7. Potential objections they might have about joining us

Help me research and summarize market compensation for a role.

**Role:** [JOB TITLE]
**Level:** [SENIORITY]
**Location:** [LOCATION]
**Industry:** [INDUSTRY]

**Create a summary including:**
1. Estimated base salary range (low/mid/high)
2. Expected bonus/commission structure
3. Equity expectations (for startups/tech)
4. How remote vs in-office affects comp
5. What premium skills command (specific technologies, certifications)
6. Sources I should check for verification (specific sites, reports)
7. How to present this to the hiring manager

**Note:** Acknowledge that these are estimates and should be verified with current market data.

Analyze emerging skills and trends for [FUNCTION/INDUSTRY].

**My focus area:** [FUNCTION - e.g., "Data Engineering", "Product Management"]
**Time horizon:** Next 12-24 months

**Identify:**
1. Skills that are becoming more in-demand (and why)
2. Skills that are becoming less relevant (and why)
3. New tools or technologies gaining adoption
4. Certifications or credentials that are valuable
5. How AI/automation is affecting this function
6. What this means for my sourcing strategy
7. Interview questions to assess for future-ready candidates

Create employer value proposition messaging for different audiences.

**Company:** [COMPANY NAME]
**Stage:** [SIZE/STAGE - e.g., "Series B, 150 employees"]
**Key differentiators:** [3-5 UNIQUE SELLING POINTS]
**Known challenges/objections:** [COMMON CONCERNS]

**Create messaging for:**
1. **LinkedIn Company Page "Life" section** (150 words)
2. **Elevator pitch for recruiters** (30 seconds)
3. **Response to "Why should I join you?"** for senior candidates (100 words)
4. **Response for candidates from big tech** (what you offer that FAANG doesn't)
5. **Response for candidates from startups** (stability + opportunity)

**For each, address:**
- Career growth opportunities
- Impact and ownership
- Culture and values
- Compensation philosophy
- Team and leadership

Write a professional response to a Glassdoor review.

**Review summary:** [BRIEF SUMMARY OF THE REVIEW]
**Review sentiment:** [POSITIVE/NEGATIVE/MIXED]
**Key points raised:** [MAIN ISSUES OR PRAISE]
**Are the concerns valid?** [HONEST ASSESSMENT]

**Requirements:**
- Thank them for feedback (genuinely)
- Acknowledge specific points without being defensive
- If negative, address what you're doing about it (if anything)
- Don't make promises you can't keep
- Maintain professional tone even if the review is unfair
- Invite further conversation if appropriate
- Keep under 150 words

Write social media copy to promote a job opening.

**Role:** [JOB TITLE]
**One compelling hook:** [WHY THIS ROLE IS SPECIAL]
**Company:** [COMPANY NAME]
**Platform:** [LINKEDIN/TWITTER/INSTAGRAM]

**Create:**
1. **LinkedIn post** (engaging, longer form, 150-200 words)
2. **Twitter/X post** (punchy, under 280 characters)
3. **Instagram caption** (conversational, emoji-friendly)

**For each:**
- Lead with what's in it for the candidate
- Avoid corporate jargon
- Include a clear CTA
- Sound human, not like an HR department

Generate reference check questions for a candidate.

**Candidate:** [NAME]
**Role they're interviewing for:** [JOB TITLE]
**Key competencies to verify:** [COMPETENCIES]
**Concerns from interviews:** [CONCERNS - if any]
**Reference's relationship to candidate:** [RELATIONSHIP]

**Create:**
1. Opening questions (confirm relationship, duration)
2. Performance questions (specific to role responsibilities)
3. Competency validation (3 questions per key competency)
4. Culture/teamwork questions
5. Questions to address specific interview concerns
6. Closing questions (would you hire them again, overall recommendation)

**For each question, include:**
- The question
- What a strong answer sounds like
- Red flags to listen for
- Follow-up probes

Help me summarize reference check findings.

**Candidate:** [NAME]
**Role:** [JOB TITLE]
**References completed:** [NUMBER]

**Reference notes:**
[PASTE NOTES FROM REFERENCE CALLS]

**Create:**
1. Executive summary (2-3 sentences)
2. Key strengths confirmed
3. Areas for development or concerns
4. Consistency check (do references align with interview impressions?)
5. Red flags or inconsistencies
6. Overall recommendation
7. Specific onboarding or management recommendations based on feedback

Write an interview scheduling email.

**Context:**
- Candidate name: [NAME]
- Role: [JOB TITLE]
- Interview type: [TYPE - phone, video, onsite, panel]
- Duration: [LENGTH]
- Interviewers: [WHO THEY'LL MEET]
- Interview focus: [WHAT WILL BE ASSESSED]

**Include:**
- Warm confirmation of moving forward
- Clear logistics (date, time, timezone, platform/location)
- Who they'll meet and their roles
- What to prepare (if anything)
- What to expect (interview format)
- Your contact info for questions
- Calendar invite details

Prepare talking points for an offer call.

**Candidate:** [NAME]
**Role:** [JOB TITLE]
**Offer details:**
- Base: [SALARY]
- Bonus: [BONUS - if any]
- Equity: [EQUITY - if any]
- Start date: [DATE]
- Other perks: [BENEFITS]

**Known candidate priorities:** [WHAT THEY CARE ABOUT]
**Potential objections:** [ANTICIPATED CONCERNS]

**Create:**
1. Opening (express excitement genuinely)
2. Offer walkthrough script
3. Talking points for each compensation element
4. Responses to anticipated negotiation points
5. Questions to ask them
6. Closing and next steps
7. What to do if they need time to think

Write a status update email to a candidate waiting in process.

**Context:**
- Candidate name: [NAME]
- Role: [JOB TITLE]
- Current status: [WHERE THEY ARE IN PROCESS]
- Reason for delay (if any): [REASON]
- Expected next step: [NEXT STEP]
- Timeline: [WHEN]

**Requirements:**
- Be transparent about where things stand
- Apologize for delays if applicable (briefly, genuinely)
- Give them a specific timeframe
- Reaffirm interest in their candidacy
- Offer to answer questions
- Keep under 100 words

Create a boolean string to find professionals with this niche skill: [NICHE SKILL]. Include variations, related certifications, and common alternative terms. Format for LinkedIn Recruiter.

I need to hire for [ROLE] but want candidates from [ADJACENT INDUSTRY]. Create boolean strings that find people with transferable skills who may not have the exact job title.

Create a boolean to find people who recently started at [TARGET COMPANY] (last 6-12 months). These are often people who might realize the role isn't what they expected.

Write a LinkedIn connection request (under 300 characters) for a [JOB TITLE] at [COMPANY]. Make it personal, not salesy. Reference [SOMETHING SPECIFIC ABOUT THEM].

Generate 5 InMail subject lines for reaching out to [JOB TITLE]s about a [ROLE TYPE] opportunity. Make them curiosity-inducing, not clickbait. Under 60 characters each.

Write a brief "breakup email" for a candidate who has gone unresponsive after [X] touchpoints. Be respectful, leave the door open, keep under 50 words.

Write a LinkedIn post announcing we're hiring for [ROLE]. Make it engaging and human, not corporate. Include why this role matters and what kind of person would thrive. Under 200 words.

Help me write a quick thank you note to send candidates after their interview, regardless of outcome. Personalize for someone who interviewed for [ROLE]. Keep warm and brief.

Give me a 2-minute briefing on [COMPANY] for recruiting purposes: what they do, recent news, company culture signals, and why their employees might be open to leaving.

I have these requirements for a [ROLE]: [LIST REQUIREMENTS]. Help me categorize them into: (1) True must-haves, (2) Strong preferences, (3) Nice-to-haves, (4) Probably unnecessary. Challenge any requirements that seem inflated.

Is [SALARY RANGE] reasonable for a [JOB TITLE] with [YEARS] experience in [LOCATION]? If not, what should it be? Consider market conditions in [INDUSTRY].

Give me one unconventional interview question to assess [COMPETENCY] for a [JOB TITLE]. Explain what a great answer looks like and what red flags to watch for.

Give me 5 interview questions that assess culture add (not fit) without being biased. These should reveal if someone will thrive in [TYPE OF CULTURE] while bringing diverse perspectives.

What questions will a strong [JOB TITLE] candidate likely ask in an interview at [COMPANY TYPE]? Prepare me with great answers for each.

Summarize these meeting notes into action items, decisions made, and open questions: [PASTE NOTES]. Format for easy sharing with stakeholders.

Create a comparison matrix for these [NUMBER] candidates for [ROLE]. Criteria to compare: [CRITERIA]. Format as a table I can share with the hiring team.