Create a candidate-facing sourcing content kit for [ROLE AND AUDIENCE] using the approved facts below. Follow [HIRING POLICY AND GUARDRAILS] exactly. Approved role information: [ROLE FACTS] Employer and team context: [COMPANY CONTEXT] Channels and purpose: [CHANNELS] Produce: 1. A 65- to 85-word role overview for recruiter use. 2. A 45- to 60-word LinkedIn or community post. 3. A 120- to 150-word first outreach message for a potential candidate. 4. Five candidate qualification signals recruiters may use to decide whom to contact, split into required and preferred signals. 5. A short “do not say” list covering unsupported claims, sensitive topics, and statements that should be verified before use. Make the material factual, respectful, and consistent across channels. State the title, core work, location or work arrangement, and application path only when they are provided. Describe candidate qualifications as evidence of work capability, not assumptions about age, family status, health, nationality, race, gender, disability, religion, or other protected traits. Do not promise compensation, sponsorship, flexibility, advancement, interview timing, culture, or benefits unless the approved facts explicitly confirm them. Do not use urgency, exclusivity, or scarcity language to pressure people. Before answering, compare every claim across the kit and flag any discrepancy. Also label any source fact that is missing but needed for a candidate to make an informed decision. Ask up to 3 clarifying questions only if a required input is missing.
Fill in
| Placeholder | What to enter | Example |
|---|---|---|
| [ROLE AND AUDIENCE] | State the open role and the type of professionals the sourcing content should reach. | Customer Support Specialist for people with two or more years supporting B2B software users. |
| [HIRING POLICY AND GUARDRAILS] | Paste relevant company policy, approved language, privacy rules, and restrictions. | Use approved pay range only; do not discuss visa sponsorship unless it is confirmed; no protected-characteristic targeting; include reasonable-accommodations contact when supplied. |
| [ROLE FACTS] | Provide confirmed details about the role, qualifications, pay, location, and application process. | Remote within the United States, $54,000–$66,000, weekday coverage, Zendesk experience preferred, application link jobs.northline.example/support. |
| [COMPANY CONTEXT] | Give factual context about the employer, team, mission, and work environment. | Northline provides loan-operations software to regional banks; the support team has 11 people and reports to the Head of Customer Experience. |
| [CHANNELS] | List the channels where the content will be used and the purpose of each. | LinkedIn post, recruiter outreach, and an internal employee-referral message. |
How to use
- Collect approved role facts and policy language before asking for the kit.
- Specify the exact channels, since community posts and one-to-one outreach require different levels of detail.
- Check the “do not say” list against recruiter scripts and templates already in use.
- Follow up with: “Turn the qualification signals into a structured intake checklist with required evidence and a ‘not enough information’ option.”
Variations
Referral toolkit
Use this for employees who need accurate, easy-to-forward referral material.
Create an employee referral toolkit for [ROLE FACTS] under [POLICY RULES]. Produce a 70-word internal announcement, a 90-word forwardable message, three factual candidate fit signals, and a referral-process note from [PROCESS DETAILS]. Use [COMPANY CONTEXT] only for confirmed facts. Do not ask employees to disclose private candidate information or make promises about interviews, pay, or sponsorship. Check that role details are identical in every asset. Ask up to 3 questions only if required inputs are missing.
Talent community post
Use this to build interest before a role is open or when several similar roles may open.
Write a talent-community post for [PROFESSIONAL AUDIENCE] based on [COMPANY CONTEXT] and [APPROVED FUTURE HIRING FACTS]. State clearly whether there is an open role now. Invite people to [PERMITTED NEXT STEP] without implying consideration for employment. Include only verified work themes and locations. Do not collect sensitive information or promise contact timing. Produce a headline, 120-word post, and three screening questions that assess work interests rather than protected traits. Check that every claim is approved. Ask up to 3 questions only if inputs are missing.
Recruiter call brief
Use this when multiple recruiters need a consistent first-call explanation.
Create a recruiter call brief for [ROLE FACTS] using [POLICY RULES]. Produce a 60-second spoken role overview, six factual discovery questions, approved answers to [COMMON QUESTIONS], and an escalation list for questions recruiters should not answer without confirmation. Do not create compensation, visa, accommodation, background-check, or promotion promises. Mark unknown information as “confirm with recruiting.” Check that questions assess job-related experience only. Ask up to 3 questions only if a required input is missing.
Tips
- Create a single approved-facts sheet before writing channel copy; it prevents pay, location, and eligibility details from drifting across recruiters.
- Define contact criteria as observable work evidence, such as account volume handled or systems used, instead of proxy traits.
- Maintain a specific escalation path for questions about accommodations, immigration, compensation, and background checks.
- Keep candidate messages distinct from job ads: outreach should explain relevance and leave room for a no without pressure.
FAQ
Can AI decide which candidates to source?
It can help turn role requirements into job-related search signals, but people should validate selection criteria and monitor for unfair proxies or policy violations.
What facts belong in the first message?
Include the title, core work, location arrangement, and a reason for reaching out when known. Pay and benefits should appear only when approved for that channel.
Should sourcing content mention culture?
Only use concrete, supportable details about how the team works. Broad culture claims are hard to verify and can create mismatched expectations.