Run a sharper hiring function — let AI handle the coordination so your team focuses on candidates and quality.
Get the Head of Talent Acquisition briefIn 2026, AI drafts your sourcing strategies, builds structured interview kits from a job description, screens and schedules candidates around the clock, and turns your ATS data into a weekly pipeline readout. It clears the operational drag that kept your team from the work that matters. What stays human is setting the hiring bar, partnering with hiring managers, balancing recruiter load and priorities, and keeping the process fair and defensible.
Paste these into Claude or ChatGPT and replace the bracketed parts with your own details.
Build a sourcing strategy for a [role] in [location/remote] that's been open [X] weeks. Include target companies and titles, three outreach angles, likely objections, and where to find passive candidates. Note that I'll verify any market-pay or availability claims myself.Turn this job description into a structured interview kit: [paste JD]. Give me 5-6 core competencies, two behavioral questions per competency, a 1-4 scoring rubric with anchors, and a consistent rubric across interviewers to reduce bias. Keep questions job-related only.Write a weekly pipeline readout for hiring managers from this data: [paste reqs, stage counts, time-in-stage, offers out]. Flag the reqs at risk, what each needs to move, and one clear ask per stalled role. Keep it skimmable.I have [N] recruiters and these open reqs by priority and difficulty: [paste]. Propose a capacity plan — who owns what, where we're overloaded, and which reqs need reprioritizing or extra sourcing support. Show your assumptions.Write a warm, specific rejection for a strong candidate we passed on for [role] but want to keep engaged: [context]. Be honest and kind, avoid boilerplate, and invite them to stay in touch for future roles. No false promises.Your full AI playbook for your role — updated every week. Tap any card for a step-by-step walkthrough and examples.
| People & HR Playbook | Writing job descriptions |
Most job posts are a wall of duties nobody reads. The fix is to write for the person you actually want.
Claude FREE a free AI assistant that is strong at drafting and editing long-form text
The old way You copy the last req, swap the title, and paste in a bulleted list of 15 responsibilities and 10 required qualifications. It reads like a legal document. Strong candidates skim it and move on. |
The AI way You give the AI the role, the real day-to-day, and who thrives in it. You get a post with a short hook, a clear picture of the first 90 days, and must-haves separated from nice-to-haves. |
Why it works: Separating must-haves from nice-to-haves widens your pool, especially for candidates who self-select out. A concrete first-90-days section tells people what the job really is, so the applicants you get are closer to the ones you want.
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