Use these before, during and after a hiring manager intake. They pair with Module 6, Lesson 1.

You are an experienced recruiter preparing for an intake meeting with a hiring manager. The role is [job title] at [type of company, size, location or remote]. Here is what I know so far: [paste the old job description or notes]. Write 12 questions I should ask, grouped under: the problem this hire solves, must have skills, team and interview process, pay and location, and selling the role. Flag any question where the answer will change who I search for.

Here are my notes from an intake meeting: [paste notes]. Turn them into a one page search brief with these headings: role summary in two sentences, must haves (no more than five), nice to haves, dealbreakers, target companies, companies to avoid, pay range, interview steps and timeline, and how to pitch the role in one line. Where my notes are unclear or contradict each other, list a question to send back to the hiring manager instead of guessing.

A hiring manager wants: [paste requirements] for a pay range of [range] in [location]. Act as a candid recruiting advisor. Tell me which requirements are likely to shrink the pool the most, which two I should ask them to drop or move to nice to have, and write a short, polite message I can send explaining the trade off. Do not invent market data; tell me what I should check instead.

Write a short follow up email to [hiring manager first name] after our intake meeting for [job title]. Confirm the must haves, the pay range, the interview steps and the date of my first shortlist: [paste details]. End with the two open questions below and ask for answers by [day]: [questions]. Keep it under 150 words, friendly and plain.

Here is a job description that was written a while ago: [paste]. Separate what looks like a genuine requirement from what looks like copied boilerplate. Give me two lists with a one line reason for each item, then three questions to confirm with the hiring manager.

These pair with Module 2, Lesson 2. Check any string before you run it, because AI tools sometimes invent operators a site does not support. The free Boolean search builder gives you a clean starting string.

I am sourcing for a [job title] who does [two or three core duties]. List 15 job titles people in this role actually use on LinkedIn and resumes, including older and newer names and common abbreviations. Then list titles that look similar but are a different job, so I can exclude them.

Build a Boolean search string for LinkedIn. Titles: [list]. Must have skills: [list]. Exclude these titles: [list]. Use only AND, OR, NOT, quotes and parentheses. Keep it under 900 characters. Then give me a narrower version with the two most important skills only, and a broader version with titles only.

Write three Google search strings that find public LinkedIn profiles (site:linkedin.com/in) for [job title] in [city or region] with [skill]. Use a minus sign to exclude [titles to exclude]. Explain in one line what each string is designed to catch.

Where do experienced [job title] professionals in [location or remote] spend time online and in person? List communities, forums, open source projects, conferences, meetups and newsletters. For each one, say how a recruiter can take part without spamming. Mark anything you are unsure still exists so I can check it.

I need candidates for [job title] with [key experience]. Suggest 20 types of companies, and examples where you are confident, where people build this experience. Group them by industry. Leave out these companies, which are off limits: [list]. I will verify every company before I source from it.

Rewrite this search brief as a plain English request for an AI sourcing tool: [paste brief]. Describe the ideal person in three to five sentences covering what they have done, not just keywords. Add a separate line of dealbreakers. Do not mention age, gender, nationality or anything that could stand in for them.

These pair with Module 2, Lesson 5. Run the final draft through the free cold email spam checker before it goes into a sequence.

Write a first outreach message to a potential candidate. Their public profile says: [paste the relevant parts, no contact details]. The role: [job title, company type, pay range, location or remote, one thing that makes it special]. Mention one specific thing from their profile and why it fits. Under 90 words, no hype words, one clear question at the end. Give me two versions: one for email with a subject line, one for a LinkedIn message.

Here is my first outreach message: [paste]. Write two follow ups to send if there is no reply, one after four days and one after ten. Each must add something new (a detail about the team, the pay, the problem they would solve) rather than just checking in. Under 60 words each. The last one should close the loop politely.

A candidate replied: [paste reply]. Write a short, warm response that respects their answer, asks whether I can keep in touch for future roles, and asks, only if it feels natural, whether they know anyone who might be interested. Under 70 words.

Below is a table of candidates with public details I have checked: [paste columns such as current title, company type, one notable project]. For each row, write one opening sentence that references the detail in that row and connects it to this role: [role summary]. Use only the information in the table. If a row has nothing useful, write "generic" instead of inventing something.

A candidate asked whether AI will screen their application. Our process uses AI for [what it does] and a person reviews [what a person reviews]. Candidates can ask for [alternative route]. Write a clear, honest reply under 100 words without legal jargon.

These pair with Module 3, Lesson 1 and Module 3, Lesson 3. Remove names, contact details and anything that reveals age, health, family or background before you paste a resume. You make the decision; the AI organizes the evidence.

Here are the must haves for a [job title] role: [list]. Here is an anonymized resume: [paste]. For each must have, say "clear evidence", "some evidence" or "no evidence" and quote the line from the resume that supports it. Do not give an overall score or a hire recommendation. List three questions to ask on the screening call to fill the gaps.

I have a 20 minute screening call with a candidate for [job title]. The must haves are [list] and the gaps I noticed are [list]. Write a call plan: a two line opener, five questions in order with what a strong answer sounds like, two questions to check motivation and pay expectations, and a close that explains the next steps.

Here are my rough notes from a screening call: [paste notes, no contact details]. Write a candidate summary for the hiring manager: three bullet highlights tied to the must haves, one honest concern, pay expectation, notice period and availability for interviews. Use only what is in my notes. Mark anything you had to infer so I can check it.

Create an interview scorecard for [job title] based on these must haves: [list]. For each one, give one behavioral question, what a 1, 3 and 5 answer looks like, and a space for evidence. Keep the language neutral and job related.

Write a short rejection email to a candidate who reached the [stage] stage for [job title]. Thank them for their time, be clear that we are not moving forward, and give one line of honest, general feedback: [feedback]. Do not mention AI screening, scores or other candidates. Under 90 words.

These pair with Module 6, Lesson 2. Run the finished ad through the free job description bias checker.

Write a job ad for [job title] using this search brief: [paste brief]. Structure: a two sentence hook about the problem the person will solve, what you will do in the first six months, what you need (no more than six points), what is nice to have, pay range and benefits, location and working pattern, and how to apply. Plain language, second person, no clichés like "rockstar" or "fast paced environment".

This job description is too long: [paste]. Cut it to under 400 words without losing the pay range, the must haves or the location. Merge duplicate duties and remove company boilerplate. Show me what you removed at the end.

Review this job ad for wording that could put off qualified people: gender coded words, age coded phrases, unnecessary degree or years requirements, and physical requirements that are not essential. List each issue with a plainer alternative. Do not rewrite the whole ad. Ad: [paste]

Write five application questions for a [job title] role that check the must haves [list] and are hard to answer well with a generic AI response. Ask for specific examples, numbers or choices the person made. Include what a strong answer would mention so I can review answers quickly.

Write a LinkedIn post announcing that I am hiring a [job title]. Include the problem they will solve, the pay range, location or remote, and one detail about the team. Under 120 words, no hashtag lists, end with how to reach me.

These pair with Module 6, Lesson 5. Check every company fact the AI gives you against the company’s own site or a news source before you use it.

I am an agency recruiter specializing in [niche]. Summarize what you can find about [company name] from these sources: [paste text from their careers page, recent news or funding announcement]. Tell me what they seem to be hiring for, what might be hard to hire, who likely owns hiring for [function], and one reason they might need outside help right now. Use only the pasted sources.

Write a first email to [title] at a company that [hiring signal, e.g. posted four data engineering roles this month]. I recruit [niche] and recently [one relevant result, no client names]. Offer one useful thing (a market insight, a pay benchmark, a candidate profile) rather than asking for a meeting straight away. Under 110 words with a subject line.

Write a short anonymized candidate profile to share with prospective clients. Details: [skills, years of experience, types of achievement, location, notice, pay expectation]. Remove anything that identifies the person or their current employer. Under 100 words, factual, no superlatives. I have the candidate's permission to market them.

I have a call with [title] at a [type and size of company] that is hiring [roles]. Give me: five discovery questions, the three objections I am most likely to hear about using an agency and a short honest answer to each, and a one line summary of how I would describe my service. My terms are [fee and guarantee].

Here is a list of companies that showed a hiring signal this week: [paste company names and signals]. My ideal client is [ideal client profile]. Rank the list from best fit to worst fit with a one line reason each, and suggest which three to contact first and what to lead with.