Help me set up a Claude Project for [client], where I recruit [role] roles. Interview me one question at a time, no more than 10 questions, about: their tone, the submission format they want, which pay details I can share, words and claims to avoid, interview steps and timelines, and anything that has gone wrong with this client before. Then write the Project instructions in under 300 words as short rules, and list the files I should upload to the Project knowledge, such as past submissions they liked. If anything you need is missing, write [missing] and tell me what to add instead of making it up.

I've attached the transcript of my intake call for the [role] role at [client]. Write the search brief using the template in this Project's files and fill every heading. For each must have, quote the line from the call where the hiring manager said it. Anything they hedged on, such as "ideally" or "it would be nice", goes under nice to haves, not must haves. End with a list of open questions to send back. Mark any heading the call did not cover as [not discussed] instead of filling it in.

Search my email for every thread with [hiring manager name] or about the [role] role in the last 60 days, and find the intake meeting on my calendar. Give me a one page prep sheet: what they have already told me, what they asked for on similar roles before, questions still open in those threads, and 10 intake questions that fill the gaps. Link each point to the email it came from. Do not send, reply to or change anything.

I've attached the official job description and my intake notes for [role]. Compare them line by line and give me a table with these columns: requirement, what the job description says, what was said in the intake, and conflict yes or no. Flag every place where pay, location, seniority, working pattern or must haves disagree. Quote both documents. Then draft the three questions that would settle the biggest conflicts, in a short message I can send the hiring manager.

/deep-research Here is the search brief for [role] in [location] paying [pay range]: [paste brief]. Research: current pay for this role in [location] from public salary data and recent job postings; how many employers in [location] are advertising the same title right now; and which of these must haves appear in fewer than a quarter of comparable postings. Write a one page reality check I can share with the hiring manager. Link and date every number. Where sources disagree, show the range instead of picking one.

Using the search brief in this Project, build: 15 title variants people really use, plus similar titles to exclude; a LinkedIn Boolean string under 900 characters; a broader version with titles only and a narrower version with the two most important skills; and three Google X ray strings, one for site:linkedin.com/in, one for site:github.com and one for portfolio sites. Use only AND, OR, NOT, quotes and brackets. Put each string in its own code block so I can copy it. Mark any title you are not sure is current with (check).

/deep-research Build a target company list for sourcing [role] in [location]. I need 25 companies where people do this work today, grouped by industry. For each, give: why it fits, team size if it is public, any layoffs, hiring freezes or acquisitions in the last 12 months with the source and date, and a careers page link. These companies are off limits: [paste clients and off limits companies]. Keep them out of the main list and show any you found in a separate list. Deliver it as a spreadsheet I can download.

Here is my off limits list: current clients, clients from the last 12 months and any company with a no poach agreement: [paste or attach]. Here is my target company list for [role]: [paste or attach]. Remove every off limits company, including parent companies and subsidiaries you are confident about, and mark any you are unsure of with (check). Return the cleaned list, then a separate list of everything you removed with the reason.

Open the careers pages of these companies: [paste links]. For each, list open roles similar to [role], the location and remote policy shown, how long each posting has been up if the page says, and any hiring team names shown publicly. Put the results in one table with the page link on every row. Read only: do not sign in, fill in any form or apply to anything.

I've attached a spreadsheet of sourced profiles. Score each person against the must haves in this Project's brief: met, unclear or missing for each one, quoting the cell that shows it. Add a column with the strongest outreach angle for each person. Sort by number of must haves met, then save it as a new spreadsheet and leave my original unchanged. Do not use name, age, gender, school prestige or anything that could stand in for them as a factor. If anything you need is missing, write [missing] and tell me what to add instead of making it up.

Who else could do the [role] job? Using this brief: [paste or say "the brief in this Project"], list five neighbouring job titles or industries whose people already have most of the must haves. For each, give: what transfers, the gap, how long that gap usually takes to close, one screening question that tests the gap, and a Boolean snippet to find them. Mark anything you are not sure of with (check).

Write a first message to this candidate about the [role] role. Their public profile says: [paste the relevant parts, no contact details]. Match the outreach examples in this Project's files: same length, same kind of opener, same sign off. Mention one specific detail from the profile and why it fits, include the pay range [pay range], and end with one question. Give me an email version with a subject line and a LinkedIn version under 300 characters. If anything you need is missing, write [missing] and tell me what to add instead of making it up.

For each person in the attached sheet, write a three step sequence for the [role] role: day 1, day 4 and day 10, in the voice of this Project's examples. Each follow up must add something new, such as a detail about the team, the problem or the pay, rather than just checking in. Then save each day 1 message as a draft in my email, addressed to the email in the sheet, with its subject line. Do not send anything. When you finish, list every draft you created so I can review them.

Look at replies in my email from the last 3 days to messages about the [role] role. Sort them into: interested, maybe later, not interested, referral offered and out of office. For each interested person, draft a reply offering two times from my free slots on my calendar this week. For each maybe later, draft a short note asking when to check back. Save all replies as drafts and send nothing. Then show me a table of who is in each group.

For each row in the attached sheet, write one opening sentence for a message about the [role] role, using only that row's notable detail column. Then check your own work: add a column that quotes the exact cell each opener relies on, and write generic in place of an opener where the row has nothing usable. Save the result as a new spreadsheet.

Attached is an export from my email sequencer for the last 90 days. Work out the reply rate by subject line, by message length and by day of the week, and show the sums. Tell me which patterns win for [role] type roles and which lose. Then write five new subject lines that follow the winning pattern. Tell me plainly if the sample is too small to trust.

Attached is an export of candidates who reached the final stage in the last 18 months. Find the people whose experience matches the [role] brief in this Project, and for each, draft a short personal note that mentions what they were last considered for and why this role could suit them better. Skip anyone marked do not contact or anyone hired by a client. If anything you need is missing, write [missing] and tell me what to add instead of making it up.

Work in the folder [folder name] on my computer. Read every resume in Resumes and the must haves in Brief. Build a spreadsheet in Output with one row per candidate: each must have marked clear evidence, some evidence or no evidence, with the resume line that proves it, plus three screening questions per person to fill the gaps. Do not give an overall score, a ranking or a hire recommendation. Do not move, rename or delete anything in Resumes.

Before you assess the attached resume, remove the name, photo, home address, graduation years and anything that hints at age, gender, nationality, religion or family status, and show me the redacted version. Then compare only the redacted version with these must haves for [role]: [list]. For each must have, say clear evidence, some evidence or no evidence and quote the line. Do not give an overall score.

Here is the resume of a candidate for [role]: [paste, no contact details]. Using the brief in this Project, write a 20 minute screening call plan: a two line opener, five questions in order that target the must haves this resume does not prove, what a strong answer sounds like for each, two questions on motivation and pay expectation against [pay range], and a close that explains next steps. If anything you need is missing, write [missing] and tell me what to add instead of making it up.

Here are my screening call notes for [candidate first name], a candidate for [role] at [client]: [paste notes, no contact details]. Write the submission in the client format saved in this Project. Lead with what this client cares about most, according to the Project instructions. Every claim must come from my notes or the resume. Mark anything you had to infer with (check). End with pay expectation, notice period and interview availability.

Here are anonymized answers to our application question "[question]" for the [role] role: [paste answers labelled A, B, C]. Do not guess whether AI wrote them, because that cannot be judged reliably. Instead, tell me which answers contain specific, checkable details such as numbers, decisions and named tools, and which are generic. For each candidate, write one follow up question that someone who did the work could answer easily and someone who did not would struggle with.

Build an interactive screening scorecard as an artifact for the [role] role, using the must haves in this Project. For each must have, show: the question to ask, what a 1, 3 and 5 answer sounds like, a 1 to 5 picker and a notes box. Weight the criteria and show a total out of 100 at the bottom, with [most important skill] counting double. Add a button that copies my notes as a short summary I can paste into my ATS. Keep the language neutral and tied to the job.

Create an interview kit for the [role] role as a Word document. Use the must haves in this Project and these interviewers: [list interviewer roles]. Give each interviewer one page covering different must haves so nothing is tested twice, with three behavioural questions, what a strong answer includes, and a 1 to 5 scale with a description of 1, 3 and 5. Add a cover page with the interview order, timings and how to submit feedback.

Check my calendar for tomorrow. For each candidate interview, find the related email threads and the candidate's resume in my Google Drive, and write a one page brief: who they are, what we have learned so far, open questions, and what the hiring manager wants tested. Save each brief as a document in my Drive folder [folder name] and give me the links. Do not email anyone.

Attached are the interview transcripts and feedback from three interviewers for a [role] candidate. For each must have: quote what the candidate actually said, keep the interviewers' opinions separate from the evidence, show where interviewers disagree and whether they were judging the same thing, and name anything nobody tested. Flag any comment about personality, accent, age, looks or fit that is not tied to a must have. End with the strongest case for and against, side by side. Do not recommend a decision.

Write a prep note for [candidate first name], who is interviewing for the [role] role at [client]. Use what this Project says about the interview steps, the interviewers' roles and what the team cares about. Cover: who they will meet and why, the format and length of each stage, three things worth researching beforehand, and two questions they could ask. Under 250 words, warm and practical. Do not include internal pay limits, other candidates or anything the client asked to keep private.

My candidate for the [role] role has two offers. Ours: [base, bonus, equity, benefits, PTO, working pattern, commute]. Theirs: [same details]. Build a side by side comparison as an artifact that shows total first year pay, the bonus at target and at a realistic payout, equity at a value I can change, and the non cash differences. Show the sums. Then list the three questions I should ask to find out what really matters to the candidate. If anything you need is missing, write [missing] and tell me what to add instead of making it up.

Search our earlier chats in this Project for what [candidate first name] told me about why they wanted to leave their current job. Quote their reasons in their own words with the date of each chat. Their employer has now offered: [counteroffer details]. Plan a conversation that goes back to those reasons, asks what the counteroffer changes and what it leaves the same, and makes clear the choice is theirs. Give me five questions in order and two things I must not say.

Fill in the attached offer letter template with these approved terms: [title, start date, base pay, bonus, benefits, manager, location]. Do not change any wording outside the square brackets. Return a new Word file. Then list any term I gave you that the template has no place for, and any bracket I have not given you a value for.

/deep-research Find companies in [niche] in [location] that in the last 30 days raised funding, announced an expansion, opened an office, hired a new leader in a hiring function, or posted three or more roles like [role]. For each, give the signal, the date, a source link, the roles it is likely to create and who probably owns hiring. Rank the top 10 by fit with this ideal client profile: [paste]. Leave out current clients: [list].

I have a call with [contact name and title] at [company] about hiring [roles]. Search my email for any past threads with this company. Then research the company: what they do, recent news and funding, open roles on their careers page, and how fast their team has grown. Give me a one page brief with: five discovery questions, the three objections they are most likely to raise about using an agency with a short honest answer to each, and one market insight I can offer for free. Link every fact to its source.

For each company in the attached sheet, write a first email to the named contact. Open with their hiring signal, offer one useful thing such as a pay benchmark or a candidate profile instead of asking for a meeting, and keep it under 110 words with a subject line. I recruit [niche] and I recently [one result, no client names]. Save each email as a draft addressed to the contact. Send nothing, and list the drafts when you finish.

Search my sent and received email for [client domain] over the last two years. Summarize the relationship: roles I worked, placements made, the last contact and anything that suggests why it went quiet, such as a lost placement, a slow shortlist or a new contact. Then draft a check in email that refers to our history honestly, offers one useful thing, and asks one easy question. Save it as a draft. Do not send it.

Turn this market research into a six slide talent market update for [client] on hiring [role] in [location]: [paste research or say "the report above"]. Slides: the market in one line, pay ranges with sources, how many people could fill the role, where they work now, what is making the search hard, and our recommended approach. One idea per slide, sources in small print on each slide, no candidate names.

Attached is this week's pipeline export. For each open role, write an update for its hiring manager that starts with the one thing they most need to know, covers what moved this week and what happens next, asks clearly for anything I need from them with a date, and names each risk with the action I propose. Under 200 words each, no recruiting jargon, no candidate surnames. Use only the numbers in the export and show any count you had to calculate.

Using the attached export, work out for [period]: the conversion rate between each pair of stages, the average days spent in each stage, where the most people drop out, and which stage adds the most days while changing the fewest decisions. Show the sums and make a chart of days in stage. Then suggest three fixes ranked by effort against likely impact, and the number I should watch to know a fix worked. Tell me if the numbers are too small to trust.

Turn the attached pipeline export into an interactive dashboard as an artifact: candidates by stage for each role, days since the last movement, and roles with no movement in 7 days highlighted. Add a filter by hiring manager and a summary line at the top with total active candidates, interviews this week and offers out. Use only the data in the file and show me any rows you could not read.

Using the attached placements sheet, work out the fee per hour for each placement and show the sums. Rank role types by return on effort, flag placements that fell off or did not last past the guarantee period, and make one chart that shows fee per hour by role type. Tell me where my time is out of line with the fee and where I may be charging too little. If my hours are estimates, say how much that weakens the answer.

Interview me one question at a time, no more than eight questions, about my recruiting desk: agency or in house, my niche, the roles I fill, my market, how I like answers written and the rules I never break with candidate data. Then write instructions for me to paste into Settings, under General, in Instructions for Claude. Keep them under 200 words, as short rules, and leave out anything about specific candidates or clients.

I keep doing this task: [describe it, for example writing candidate submissions in my format]. Help me turn it into a Claude skill. Interview me about the steps, the inputs I give you, the format of the output, examples of good and bad results, and the rules you must never break. Then create the skill so it runs whenever I ask for [trigger phrase, for example "write a submission"]. Show me the finished skill before you save it.

Here is a recruiting prompt I want to use: [paste prompt]. Rewrite it so it works better in Claude. Make sure it gives Claude a role, the task, the material to work from, the format I want back and the limits it must respect. Add a final line that tells Claude to mark missing details instead of inventing them. Then tell me which Claude feature would make it stronger, such as a Project, a file, a connector or Research, and why.