Spend less time building the deck and more time setting talent strategy the business actually follows.
Get the VP of Talent Acquisition briefIn 2026, AI drafts your board updates, turns messy funnel data into a clear hiring story, models workforce scenarios, and writes the first version of your employer-brand messaging. It compresses the reporting and analysis that used to eat your week. What stays with you is setting the talent strategy, winning executive buy-in and budget, judging senior and executive hires, and owning the fairness and legal defensibility of how your team hires.
Paste these into Claude or ChatGPT and replace the bracketed parts with your own details.
Turn this headcount and hiring data into a one-page workforce plan narrative for the executive team: [paste roles, target hires by quarter, backfills, budget]. Cover demand, capacity, risks, and the two or three decisions you need from leadership. Neutral, confident tone, no filler.Write a concise board update on talent acquisition for [quarter] from these metrics: [time-to-fill, offer-accept rate, pipeline by function, diversity of hires, cost-per-hire]. Lead with the story the numbers tell, flag one risk and one win, and keep it under 250 words.Here is our hiring funnel by stage for [role family]: [paste stage-by-stage numbers]. Identify where we're losing the most candidates, the three most likely causes, and a specific test for each. Note where the data is too thin to conclude.Draft three versions of an employer value proposition for [company] aimed at [candidate segment], grounded only in these real differentiators: [paste]. Avoid clichés and anything we can't back up. Flag any claim that needs proof.Build a scorecard to evaluate [ATS / sourcing / interview AI] vendors for a team of [size] hiring [volume]/year. Include criteria for bias auditing and compliance (EEOC, NYC Local Law 144), integration, candidate experience, and total cost. Leave weights for me to set.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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