Recruiting is all about clear, fair, human writing, which is why Claude is our main pick here: it is excellent at nuanced messages and structured scorecards. We note ChatGPT where a quick, technical job (like search strings) suits it. Every prompt is reusable: swap the words in [BRACKETS].
Get our complete Recruiters prompt pack (PDF) free: many more prompts for job ads, sourcing, screening, scorecards and offers, each with the best tool to use and a tip on how to reuse it. Pick your level and we will email it over.
Best with Claude
Write an inclusive job advert for a [ROLE] at a [TYPE OF COMPANY]. Include a short intro, key responsibilities, must-have skills, nice-to-haves, and why someone would want to work here.
Reuse it: Change role and company type for any opening.
Best with Claude
Write a short, personal LinkedIn message to a [ROLE] inviting them to chat about an opening. Mention why their background fits, and keep it under 80 words.
Reuse it: Change the role and the fit reason for each candidate.
Best with Claude
Write a kind, honest rejection email to a candidate who interviewed for [ROLE] but wasn't selected. Encourage them and leave the door open.
Reuse it: Reuse for any candidate by changing the role.
Best with Claude
Build a structured interview kit for a [ROLE]: 6 competency-based questions, what a good vs weak answer looks like, and a follow-up probe for each.
Reuse it: Change the role to standardise interviews across your team.
Best with ChatGPT
Write 3 Boolean search strings to find [ROLE] candidates with [KEY SKILLS] in [LOCATION], for LinkedIn and a general search engine.
Reuse it: Change skills and location to source any role.
Best with Claude
Write a message to a passive candidate who's happy in their job, making the case to explore a [ROLE] at [COMPANY]. Lead with what's genuinely better, not hype.
Reuse it: Change role and company to approach any passive candidate.
Best with Claude
Design a fair, efficient hiring process for a [ROLE]: the stages, who's involved, what each stage assesses, and how to reduce bias at each step. Keep it candidate-friendly.
Reuse it: Change the role to design a process for any hire.
Best with Claude
From these interview notes: [PASTE], write a balanced hiring debrief: strengths, risks, evidence for each, and a clear hire / no-hire recommendation with reasoning.
Reuse it: Paste notes after any interview loop.
Best with Claude
Build a competency framework for [ROLE / TEAM]: 5-6 core competencies, behaviours at junior, mid, and senior level, and interview questions that test each.
Reuse it: Change role or team to define any framework.
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