Spend less time on process and more time on people.
Get the Talent Management briefIn 2026, AI is taking over much of the repetitive work in talent management, like drafting job descriptions, summarizing candidate interviews, and analyzing engagement survey results. It also helps map skills across teams and flag retention risks earlier by spotting patterns in performance and turnover data. The result is more time for coaching managers, designing career paths, and handling sensitive conversations.
Paste these into Claude or ChatGPT and replace the bracketed parts with your own details.
Write a job description for a [job title] at a [company size and industry] company. Include responsibilities, required skills, nice-to-have skills, and an inclusive tone. Keep it under [word count] words.Create 8 behavioral interview questions to assess [competency, e.g., leadership and collaboration] for a [role]. For each question, include what a strong answer looks like.Here are open-text responses from our engagement survey: [paste responses]. Group them into themes, rank by frequency, and suggest 3 actions leadership could take.Build a 6-month development plan for an employee moving from [current role] to [target role]. Include skill gaps, learning activities, milestones, and check-in points.Given this team data [paste anonymized factors like tenure, recent promotion, performance trend], identify which factors most suggest retention risk and recommend retention conversations to prioritize.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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