Act as a talent acquisition manager designing a fair, policy-aware hiring plan for one opening. The role and approved job description are [ROLE AND JOB DESCRIPTION]. The business need, team context, and hiring timeline are [HIRING CONTEXT]. Our company policies, legal jurisdiction, compensation rules, and non-negotiable process requirements are [POLICY AND COMPLIANCE RULES]. The available interviewers, recruiting tools, and candidate market constraints are [RESOURCES AND MARKET]. Known risks or recurring hiring problems are [HIRING RISKS]. Start by separating essential qualifications from trainable or preferred qualifications. Flag any requirement that is vague, unnecessary, potentially exclusionary, or unsupported by the actual job duties. Do not provide legal conclusions; identify items for HR, counsel, or the appropriate policy owner to review. Build a hiring plan with: target candidate profile; inclusive sourcing channels and search terms; outreach themes based on the work, not assumptions about identity; a screening rubric; interview stages; and a realistic timeline with owners. Do not recommend collecting protected-class information, using it in selection, or making decisions from names, photos, age, address, graduation year, or other proxy signals. Create a structured interview scorecard with 4–6 job-related competencies. For each, give a behavioral or work-sample question, what strong and weak evidence looks like, a 1–4 anchored rating scale, and a “not enough evidence” option. Include a work sample only if it is proportionate to the role, time-bounded, accessible, and not productive unpaid work for the company. Draft candidate communications for application receipt, interview invitation, and respectful rejection using [CANDIDATE TONE]. Include reasonable accommodation language where policy permits. Finish with a calibration agenda that requires interviewers to cite evidence before discussing gut feel. Ask up to 3 clarifying questions only if a required input is missing. Before answering, check that every criterion is job-related, every stage has an owner, and no recommendation conflicts with the stated policy boundaries.
Fill in
| Placeholder | What to enter | Example |
|---|---|---|
| [ROLE AND JOB DESCRIPTION] | Paste the approved title, responsibilities, must-have requirements, and preferred qualifications. | Senior Data Analyst: partner with Product and Finance, build SQL analyses and dashboards, define metrics, and communicate recommendations. Must have 4+ years of analytics work and advanced SQL; Python and SaaS experience are preferred. |
| [HIRING CONTEXT] | Explain the team need, level, location or work arrangement, headcount approval, and target hire date. | One approved replacement hire on a 12-person analytics team, remote within the United States, targeted start date January 12. This person supports product retention analysis. |
| [POLICY AND COMPLIANCE RULES] | List relevant company policies, jurisdiction, approved compensation practices, DEI rules, and required hiring steps. | Use the approved interview process; compensation range must be shared where required by state law; accommodations are coordinated through People Operations; employment eligibility questions only through approved forms. |
| [RESOURCES AND MARKET] | State available interviewers, ATS or sourcing tools, budget, location constraints, and known talent-market conditions. | Greenhouse ATS, LinkedIn Recruiter, one recruiter, hiring manager, product director, finance partner, and two analysts. Interview capacity is six interviews per week. |
| [HIRING RISKS] | Describe past bottlenecks, candidate drop-off, calibration problems, or role-specific risks. | Past loops over-weighted polished presentations and under-tested SQL. Candidates have dropped after long scheduling gaps. |
| [CANDIDATE TONE] | Describe the approved communication tone and any required employer-brand language. | Warm, direct, and transparent about stages and timing; no promises about outcomes. |
How to use
- Paste the approved job description and the actual policy constraints before asking for sourcing or interview materials.
- Have the hiring manager validate that every scorecard competency is necessary for success in the first six months.
- Use the same core questions and rating anchors for comparable candidates, then capture evidence before the debrief.
- Follow up with: “Create a 45-minute interviewer training agenda for this scorecard, including two examples of evidence-based notes versus unsupported gut-feel notes.”
Variations
Interview scorecard
Use this when the role is defined and you need consistent interviewer evaluation.
Create a structured interview scorecard for [ROLE]. Approved job duties and qualifications are [JOB DESCRIPTION]. Our interview stage is [INTERVIEW STAGE], and policy requirements are [POLICY RULES]. Return 4–5 job-related competencies with one question each, strong/weak evidence examples, a 1–4 anchored rating scale, note-taking guidance, and a “not enough evidence” choice. Avoid protected characteristics and proxies. Do not provide legal advice. Ask up to 3 questions only if inputs are missing. Check that every question tests a stated job requirement.
Sourcing plan
Use this when a recruiter needs an inclusive, targeted prospecting plan.
Build a sourcing plan for [ROLE AND LEVEL] in [LOCATION OR WORK MODEL]. The actual business need and must-have skills are [JOB REQUIREMENTS]. Our approved channels, budget, and policy boundaries are [SOURCING RULES]. Candidate-market constraints are [MARKET CONTEXT]. Provide target talent pools, Boolean search concepts, inclusive outreach themes, a weekly activity plan, and funnel measures. Do not target or infer protected traits, scrape restricted data, or make claims about employer benefits I did not provide. Ask up to 3 questions only if necessary. Check that each search term maps to a job-related requirement.
Candidate communication
Use this for clear messages across a recruiting process.
Draft candidate emails for a [ROLE] process: application receipt, recruiter-screen invitation, interview scheduling, delay update, and rejection after [STAGE]. Our approved tone and employer-brand language are [TONE AND LANGUAGE]. Include these process facts, timelines, accommodation instructions, and policy limits: [PROCESS FACTS]. Keep each email under 180 words, do not imply a hiring outcome, and do not give individualized feedback unless authorized. Ask up to 3 questions only if required. Check that dates, links, sender identity, and next steps are internally consistent.
Tips
- A requirement belongs in a scorecard only when the interviewer can gather observable evidence tied to the work; “culture fit” is too vague to rate fairly.
- Make the work sample resemble a small piece of the job, cap the time, and provide the same instructions and evaluation rubric to every candidate.
- Have each interviewer submit notes and ratings before the debrief. This reduces the chance that the most senior or confident voice rewrites everyone else’s judgment.
- Track elapsed time between stages alongside source and pass-through rates; a strong pipeline still fails if candidates wait without communication.
FAQ
Can AI decide which candidate to hire?
It should not make the decision. AI can help standardize job-related questions and summarize documented evidence, while accountable hiring staff apply policy and judgment.
How many competencies should a scorecard have?
Usually four to six is enough. More categories often duplicate one another and make it harder for interviewers to collect useful evidence.
Can we use AI-generated interview questions in every location?
Use them only after checking your organization’s policies and applicable local requirements. The questions should remain job-related, accessible, and consistently administered.