Recruiter
“Act as a master talent sourcing strategist. I need to hire a [Senior Quantum Computing Scientist]. The ideal candidate is likely passive, working at a competitor like [Competitor A] or [Competitor B], has 7+ years of experience, and has published research in [Specific Journal or Field].
Task:
Create a detailed ‘Ideal Candidate Persona’ including their likely professional goals, motivations, communication preferences, and online habits.
Based on this persona, develop a 4-step, multi-platform outreach sequence spread over 15 business days. The sequence should use a mix of LinkedIn InMail, a personalized email, and a relevant value-add (e.g., sharing a compelling industry article).
Write the full copy for each message. The tone should be peer-level, respectful, and focused on career opportunity, not just a job vacancy.”
2. Generate Advanced Boolean Search Strings for Niche Roles
“You are a Boolean search grandmaster with deep expertise in sourcing on platforms beyond LinkedIn. I am looking for a [Lead Site Reliability Engineer] with experience in [Kubernetes], [Prometheus], and [multi-cloud environments (AWS/GCP)]. They must have experience in the [FinTech] industry.
Task:
Generate five distinct, complex Boolean search strings tailored for:
LinkedIn Recruiter
GitHub (searching user bios and repos)
Stack Overflow
Google X-Ray search of a specific competitor’s website
A general web search for conference speaker lists.
For each string, provide a brief explanation of why you structured it that way.”
3. Identify Unconventional Sourcing Channels
“Act as a market intelligence analyst for talent acquisition. Our company is struggling to find qualified [Bioinformatics Data Scientists] through traditional channels like LinkedIn and job boards.
Task:
Identify and describe five unconventional sourcing channels or communities where this specific talent pool is likely to be active. For each channel, provide:
The name of the platform, community, or event (e.g., specific Slack communities, academic associations, niche conferences, open-source projects).
A brief strategy for how a recruiter can ethically and effectively engage with talent in that space.
An example opening message tailored to that community’s culture.”
4. Design a High-Impact Employee Referral Program Campaign
“Act as an internal communications and employer branding expert. We are launching a Q4 initiative to boost employee referrals for our most critical roles: [Senior Software Engineer] and [Product Manager]. Our current referral program offers a standard cash bonus but engagement is low.
Task:
Design a creative, multi-channel internal campaign to revitalize the referral program. The plan should include:
A catchy campaign theme and slogan.
A schedule of communications (e.g., kickoff email, Slack reminders, all-hands presentation slide).
Three creative, non-monetary incentives to supplement the cash bonus (e.g., extra vacation days, a public ‘Talent Scout of the Month’ award, donation to a charity of choice).
A simple, one-page guide for employees on how to make effective referrals.”
5. Map the Ideal Candidate Journey and Draft Communications
“You are a Candidate Experience (CX) specialist. I need to design a world-class application process for the [Marketing Manager] role at my company.
Task:
Map out the ideal candidate journey from ‘Application Submitted’ to ‘Offer Signed’. The map should identify a minimum of seven key communication touchpoints. For each touchpoint, write a concise, empathetic, and on-brand email template. Include templates for:
Instant Application Confirmation
‘Application Under Review’ update (sent 5 days post-application)
Invitation to Interview
Post-Interview ‘Next Steps’ update
Rejection (Post-Interview)
Rejection (Post-Application)
Offer Extension Preview”
6. Develop a “Silver Medalist” Talent Pipeline Strategy
“Act as a talent relationship management strategist. We often identify exceptional ‘silver medalist’ candidates who are a great fit for the company, but not for the specific role they interviewed for. I want to build a system to keep them warm for future opportunities.
Task:
Create a 6-month ‘Silver Medalist’ engagement strategy. The output should be a timeline of actions and communication templates. Include:
A template for the initial ‘stay in touch’ email.
A plan for quarterly check-in emails that provide value (e.g., company news, industry insights).
A strategy for flagging these candidates in our ATS so they are prioritized for future relevant roles.”
7. Craft a “Ghosting Prevention” Communication Plan
“Act as a behavioral psychologist and communications expert. Our recruiting team is experiencing a high rate of candidate ‘ghosting,’ especially between the final interview and the offer stage.
Task:
Develop a communication strategy aimed at preventing candidate ghosting. The strategy should include:
A list of ‘green flags’ and ‘red flags’ to watch for during the process.
Talking points for recruiters to use during interview scheduling and debrief calls to build rapport and set clear expectations.
A pre-offer ‘temperature check’ email template designed to gauge candidate interest and uncover potential concerns before the formal offer is extended.”
8. A/B Test Job Descriptions for Performance vs. Culture
“You are a copywriter specializing in recruitment marketing. I need to write a job description for a [Customer Success Manager]. I want to test two different approaches to attract a diverse and high-quality applicant pool.
Task:
Write two complete, distinct job descriptions for this role:
Version A (Performance-Focused): Emphasize metrics, outcomes, and the direct business impact of the role. Use strong, action-oriented language.
Version B (Culture & Impact-Focused): Emphasize the company mission, team collaboration, learning and development opportunities, and the ‘day-in-the-life’ experience.
Provide a brief framework on how I could A/B test these descriptions using LinkedIn job slots and what metrics I should track (e.g., application volume, quality of applicants, diversity metrics).”
9. Translate an Employee Value Proposition (EVP) into a Job Description
“Act as an employer branding consultant. Our company’s Employee Value Proposition (EVP) is built on three pillars: [1. Radical Autonomy, 2. Continuous Learning, 3. Global Impact].
Task:
Take these three EVP pillars and rewrite the standard ‘Responsibilities’ and ‘Requirements’ sections of a job description for a [Senior Data Analyst] role. Instead of a generic bulleted list, weave our EVP language throughout to create a compelling narrative that attracts candidates who will thrive in our specific culture.”
10. Conduct a Competitive Employer Brand Analysis
“You are a competitive intelligence analyst. I am recruiting for [Sales Development Representatives] and competing for talent against [Competitor A], [Competitor B], and [Competitor C].
Task:
Analyze the careers pages, recent job descriptions, and LinkedIn ‘Life’ pages of these three competitors. Produce a summary report that identifies:
Their core messaging and key selling points for candidates.
The benefits and perks they highlight most prominently.
Any apparent weaknesses or gaps in their employer brand.
Three strategic recommendations for how my company can position its employer brand to stand out and win top sales talent.”
11. Create a Competency-Based Behavioral Interview Kit
“You are an Industrial-Organizational Psychologist. I need to create a structured interview process for a [Mid-Level Project Manager] role. Our company’s core competencies are [Leadership], [Problem-Solving], and [Adaptability].
Task:
For each of the three competencies, generate:
Three unique behavioral interview questions designed to assess a candidate’s proficiency.
For each question, provide a list of positive and negative behavioral indicators to look for in the candidate’s answer (a lightweight scoring rubric).
A ‘deep dive’ follow-up question for each primary question to probe for more detail.”
12. Design an Ethical and Effective Take-Home Assignment
“Act as an assessment design expert. I need a take-home assignment for a [Content Marketing Specialist] role. My goals are to assess their writing skills, creativity, and strategic thinking without asking for free work or taking more than 2 hours of their time.
Task:
Design a realistic and engaging take-home assignment. The output should include:
A clear, concise prompt using a hypothetical scenario related to our business.
A list of deliverables (e.g., a 300-word blog post outline, 3 social media post variations).
Explicit instructions on the time limit and format for submission.
A detailed evaluation rubric for the hiring manager to score the assignment objectively on criteria like Clarity, Creativity, and Audience Awareness.”
13. Generate an “Interviewer Bias Buster” Training Guide
“You are a DEI (Diversity, Equity, and Inclusion) consultant. I need to equip my hiring managers with the tools to conduct more equitable and effective interviews.
Task:
Create a concise, one-page ‘Interviewer Bias Buster’ guide. The guide should be easily digestible and cover:
A brief explanation of 3 common types of unconscious bias in interviewing (e.g., Affinity Bias, Halo/Horns Effect, Confirmation Bias).
For each bias, provide 2-3 practical, actionable tips to mitigate it during the interview process (e.g., ‘Use a structured scorecard,’ ‘Focus on the defined competencies’).
A list of inappropriate or illegal interview questions to always avoid.”
14. Engineer a Strategic Intake Meeting Agenda
“Act as a strategic talent partner. I need to transform my new role intake meetings with hiring managers from simple requirement gathering to strategic alignment sessions.
Task:
Create a detailed agenda and a list of powerful questions for a 45-minute intake meeting for a new role. The agenda should go beyond the job description and cover:
Business Context & Success Metrics (e.g., ‘What business objective will this person’s success drive?’)
Sourcing Strategy (e.g., ‘Where do the best people for this role currently work?’)
Ideal Candidate Profile (e.g., ‘Describe the team dynamics. What soft skills are truly non-negotiable?’)
Interview Process & SLA (e.g., ‘Let’s agree on a 24-hour feedback turnaround time.’)”
15. Design a Data-Driven Weekly Pipeline Report
“You are a data analyst specializing in talent acquisition. I need a template for a weekly email update to my hiring managers that is scannable, insightful, and demonstrates progress.
Task:
Design an email template for a ‘Weekly Talent Pipeline Update.’ The template must include sections for:
A top-line summary with key metrics: [Active Candidates, New Candidates this Week, Interviews Completed, Time-to-Fill Projection].
A visual representation of the candidate pipeline funnel (e.g., Applied > Screened > HM Interview > Final > Offer).
A ‘Spotlight Candidates’ section with links to 2-3 top profiles.
A ‘Market Insights’ section with one sentence on talent market trends for their role.
An ‘Actions Needed’ section clearly stating what you need from the hiring manager.”
16. Develop Scripts for Managing Unrealistic Expectations
“Act as an expert negotiation and communication coach. I frequently work with hiring managers who have unrealistic expectations about the talent market, salary benchmarks, or the ‘perfect’ candidate.
Task:
Provide three sets of talking points/scripts for navigating these difficult conversations. The tone should be consultative, data-driven, and collaborative.
The ‘Unicorn’ Search: How to respond when the list of ‘must-haves’ is impossible to find in one person.
The ‘Lowball’ Salary: How to present market data to justify a higher salary range.
The ‘Slow Feedback’ Problem: How to professionally address delays in feedback that are causing us to lose top candidates.”
17. Diagnose a Recruiting Funnel Bottleneck
“Act as a talent analytics consultant. For our [Senior Accountant] role last quarter, we had the following funnel conversion data:
500 Applications
50 Passed to Recruiter Screen (10% conversion)
40 Recruiter Screens Completed
15 Passed to Hiring Manager (37.5% conversion)
10 HM Interviews Completed
3 Passed to Final Round (30% conversion)
1 Offer Extended (33% conversion)
1 Hire
Task:
Analyze this data. Identify the most significant bottleneck in the funnel. Provide three data-driven hypotheses for why this bottleneck might be occurring, and suggest one specific, actionable strategy to address each hypothesis.”
18. Outline a Strategic Quarterly Business Review (QBR) Deck
“You are a Head of Talent Acquisition preparing for a QBR with the executive team. I need to show the strategic value of my function, not just report on activity.
Task:
Create a 10-slide outline for a recruiting QBR presentation. For each slide, specify the title, the key metric or data point to show, and the primary talking point or insight to deliver. The slide titles should include:
Executive Summary
Performance vs. Hiring Plan
Key Wins & Strategic Hires
Recruiting Funnel Health & Efficiency
Source of Hire & Quality of Hire Analysis
Diversity, Equity & Inclusion Progress
Candidate Experience Metrics (e.g., NPS)
Talent Market Intelligence & Competitor Insights
Challenges & Roadblocks
Strategic Priorities for Next Quarter”
19. Build a Multi-Pronged DEI Sourcing Strategy
“Act as a Chief Diversity Officer. Our company needs to improve the diversity of our engineering talent pipeline.
Task:
Develop a comprehensive DEI sourcing strategy for technical roles. The strategy must go beyond simply posting on diversity-focused job boards. Provide actionable initiatives across three categories:
Top-of-Funnel Attraction: Suggest 3 specific organizations or communities to partner with (e.g., Women Who Code, /dev/color, Out in Tech) and how to engage them.
Process Equity: Recommend 3 changes to the job description, screening, or interview process to reduce bias (e.g., using inclusive language checkers, anonymizing resumes at the initial stage).
Employer Branding: Propose 2 content ideas that showcase our commitment to DEI to attract underrepresented talent (e.g., employee spotlight blog series, public diversity report).”
20. Craft a High-Impact Verbal Offer Script
“You are a master recruiter known for an exceptional offer acceptance rate. I need a script for making a verbal offer to our top candidate for the [Director of Product] role.
Task:
Write a detailed script for the verbal offer call. The script should be structured to:
Start by building excitement and congratulating the candidate.
Clearly articulate the base salary, bonus structure, and equity.
‘Sell’ the non-monetary aspects of the offer by tying them to motivations discovered during the interview process (e.g., ‘I know you were excited about mentorship, and this role will have two direct reports…’).
Create a clear call to action and timeline for their decision, while opening the door for questions.”
21. Create a Proactive Counter-Offer Defense Strategy
“Act as a strategic closer. I’ve lost two top candidates to counter-offers from their current employers in the last month. I need a proactive strategy to prevent this.
Task:
Develop a ‘Counter-Offer Defense Kit.’ The kit should include:
Two questions to ask during the initial screening process to gauge a candidate’s primary motivations for leaving their current role.
Talking points for a conversation to have with a finalist before the offer is made, to preemptively discuss the possibility of a counter-offer.
A short, compelling email draft to send along with the written offer that reinforces the reasons they wanted to leave and highlights the unique opportunity with our company.”
22. Formulate a Principled Negotiation Framework
“You are a negotiation expert trained at Harvard. A candidate for a [Lead Software Engineer] role has asked for a 15% higher base salary than our initial offer, which is at the top of our approved band.
Task:
Provide a step-by-step framework and talking points for this negotiation. The framework should be based on principled negotiation, focusing on interests, not positions. It should cover:
Acknowledge and Validate: How to start the conversation positively.
Explore Interests: Questions to ask to understand the ‘why’ behind their request.
Re-anchor to Total Value: How to shift the focus from just base salary to the entire compensation and benefits package (equity, bonus, benefits, career growth).
Creative Options: Suggest 3-4 potential non-salary concessions if the salary is non-negotiable (e.g., signing bonus, professional development stipend, earlier performance review).”
23. Design the Perfect Recruiter-to-Hiring-Manager Handoff
“Act as an onboarding specialist. To improve new hire retention and ramp-up time, I need to create a better handoff process between the recruiter and the hiring manager after an offer is accepted.
Task:
Create a comprehensive ‘New Hire Handoff’ email template. This template should be a summary of the candidate that the recruiter sends to the hiring manager. It must include sections for:
Key Motivators: What drove this candidate to accept our offer?
Communication Style: How do they prefer to receive feedback?
Career Aspirations: What are their long-term professional goals?
Potential ‘First 90 Days’ Project Ideas: Based on their skills and interests.
Any personal details shared that could help the manager build rapport (e.g., ‘They’re a huge fan of vintage sci-fi novels’).”
24. Build a Recruiter Personal Brand Content Calendar for LinkedIn
“You are a personal branding strategist for B2B professionals. I am a recruiter specializing in the [SaaS and FinTech] industries. I want to build my thought leadership on LinkedIn to attract inbound talent and client leads.
Task:
Create a one-month LinkedIn content calendar with 3 posts per week. Specify the content format and provide a detailed prompt for each post. The calendar should include a mix of content pillars:
Market Insights: (e.g., ‘Analysis of recent hiring trends in FinTech’).
Career Advice for Candidates: (e.g., ‘How to answer “Why are you leaving?” when you’ve been laid off’).
Hiring Manager Advice: (e.g., ‘3 mistakes to avoid in your technical interviews’).
Company Culture/EVP Spotlights: (e.g., ‘A behind-the-scenes look at our engineering team’s latest hackathon’).”
25. Propose an AI Integration Roadmap for a Recruiting Workflow
“Act as a Talent Acquisition Technology consultant. I am a solo recruiter handling a high volume of roles and I want to strategically integrate AI tools to automate tasks and improve efficiency.
Task:
Propose a 3-phase AI integration roadmap for my recruiting workflow. For each phase, recommend a type of AI tool and describe the specific problem it solves.
Phase 1 (Quick Wins – First 30 Days): Focus on automating top-of-funnel tasks. (e.g., AI Sourcing extensions, AI-assisted outreach writing).
Phase 2 (Process Optimization – Next Quarter): Focus on middle-funnel efficiency. (e.g., AI-powered interview schedulers, intelligent resume screening tools).
Phase 3 (Strategic Impact – 6-12 Months): Focus on data and intelligence. (e.g., Talent intelligence platforms for market mapping, AI analytics for DEI reporting).”