HR & Hiring prompts

Write a job posting for a [ROLE_TITLE] position at a [BUSINESS_TYPE] in [LOCATION]. Company details: - Business type: [BUSINESS_TYPE] - Company size: [COMPANY_SIZE] employees - Culture in 3 words: [CULTURE_WORDS] - Why someone would love working there: [WHY_JOIN] Role details: - Must-have skills/experience: [MUST_HAVES] - Nice-to-have: [NICE_TO_HAVES] - Compensation range: [COMP_RANGE] - Schedule: [SCHEDULE] - Remote/hybrid/in-person: [WORK_TYPE] Write a job posting that: 1. Opens with what's in it for THEM (not company history) 2. Uses plain language, no corporate jargon 3. Is honest about what the role actually involves day-to-day 4. Includes a compelling "About Us" that sounds like real humans work there 5. Has a clear, low-friction application CTA 6. Is formatted for Indeed/LinkedIn posting Keep it under 600 words.

Write a performance review for [EMPLOYEE_NAME], a [ROLE] who has been with [COMPANY] for [TENURE]. Employee details: - Employee name: [EMPLOYEE_NAME] - Role: [ROLE] - Company: [COMPANY] - Tenure: [TENURE] - Review period: [PERIOD] - Key achievements this period: [ACHIEVEMENTS] - Areas needing improvement: [IMPROVEMENT_AREAS] - Overall performance rating: [RATING] (e.g., Exceeds/Meets/Below Expectations) - Goals for next period: [GOALS] Generate: 1. Written review document (400-500 words): - Performance summary (strengths-first) - 2-3 specific achievements with context and impact - 1-2 growth areas with constructive framing - Development plan for next period - Overall rating with brief justification 2. Conversation guide for the manager: - Opening question to set a collaborative tone - How to deliver the growth areas without defensiveness - How to align on next-period goals - Closing that motivates regardless of rating Avoid: vague praise ("great team player"), unclear feedback, and corporate jargon.

Write a welcome email from [MANAGER_NAME] at [COMPANY_NAME] to [NEW_HIRE_NAME] who is starting as [ROLE] on [START_DATE]. Details: - Manager/owner name: [MANAGER_NAME] - Company: [COMPANY_NAME] - New hire name: [NEW_HIRE_NAME] - Their role: [ROLE] - Start date: [START_DATE] - First day logistics: [LOGISTICS] (time, where to go, parking, dress code) - Who to ask for on arrival: [CONTACT_PERSON] - What to bring: [WHAT_TO_BRING] - One thing they should know about the team culture: [CULTURE_NOTE] - 1-2 things they should read/review before starting: [PREP_ITEMS] Write an email that: - Opens with genuine excitement (not "I'm pleased to inform you") - Tells them specifically what the first day will look like (reduces anxiety) - Communicates the culture in 1 sentence - Gives them exactly what they need to know — no more, no less - Ends with an open-door invitation to ask questions - Sounds like it came from a real person, not an HR department

Write a weekly staff schedule and coverage check for [BUSINESS_NAME]. One person finishes it in about 30 minutes. This is the weekly look at who works which shifts, which shifts are still open, and who covers. It is not payroll, not a handbook rewrite, and not a hiring ad. The owner fills in the facts. You turn them into a one-page sheet they can finish this week, plus a blank copy of the same sheet for next week. Do not draft a job post, a welcome email, an offboarding list, or a text asking someone to pick up a shift. Those are different pages. Facts, and only these facts: - Who runs it: [REVIEWER] - Day and time they run it: [WHEN] - The week this sheet covers, as they wrote it: [WEEK] - Where the schedule is written: [SCHEDULE_HOME] - Who is already on the schedule. Each one needs the person, the day, the shift, and the hours they already wrote. Or "none": [SCHEDULED] - Open shifts or gaps they already wrote. Each one needs the day and the shift. Or "none": [OPEN_SHIFTS] - Who covers an open shift, already decided. Each one needs the person, the day, the shift, and the hours. Or "none": [COVERS] - Holds or time off they already wrote. Each one needs the person, the days, and whether it is already approved. Or "none": [TIME_OFF] - Who they confirm pay and labor rules with: [ADVISOR] - One decision they already need to make this week, or "none": [DECISION] Format: 1. Title, [BUSINESS_NAME], version v1.0, the day taken from [WHEN], the week taken from [WEEK], and a blank "done" line with [REVIEWER]'s name. 2. Purpose in one sentence: once a week, [REVIEWER] writes who is on the [BUSINESS_NAME] schedule, which shifts are still open, who covers, and which holds are already written. 3. A timed agenda. Five blocks. About 30 minutes. The blocks are: write who is already scheduled, write the open shifts you already marked, write who covers, write the holds and time off, write the one decision or none. Do not add a sixth block for payroll, hiring, or a handbook rewrite. 4. A filled sheet for this week, using only the facts: - If [WEEK] is blank, write "Week: ________" and do not invent dates. - Each shift in [SCHEDULED], on its own line: person, day, shift, hours. If [SCHEDULED] is blank or "none", write "Nobody is written on the schedule yet. Leave the lines blank and write the week before you post it." - If a scheduled line is missing the person, the day, or the hours, write "needs a name", "needs a day", or "needs the hours" for that missing piece. Do not fill it in. - Open shifts, from [OPEN_SHIFTS] only. If [OPEN_SHIFTS] is blank or "none", write "No open shifts written." - Covers, from [COVERS] only. Put the cover on the matching open shift. [REVIEWER] does not have to text anyone from this sheet. If [COVERS] is blank or "none", write "Nobody named to cover." - If an open shift has no name in [COVERS], write "needs a name" and do not choose someone. - If a cover has no hours, write "needs the hours" and do not invent them. - If a cover names a shift that is not in [OPEN_SHIFTS], still write it, and add "not listed as an open shift." Do not delete it. - Holds and time off, from [TIME_OFF] only. Keep the approved or not-approved words they wrote. If they did not say whether it is approved, write "approval not in the facts" and do not mark it approved. If [TIME_OFF] is blank or "none", write "No time off written." - If the same person is in [TIME_OFF] and also on a shift that day in [SCHEDULED] or [COVERS], keep both lines and write "on the schedule and also marked off. Fix it before you post the week." Do not pick which line wins. - A line that says "No pay rate on this sheet." 5. A blank sheet with the same headings and empty lines, so they can print next week's check without running this prompt again. 6. The decision, from [DECISION] only. If [DECISION] is blank or "none", write "No extra decision this week." 7. A stop line, in these words: This is not payroll, not a handbook rewrite, and not legal advice on overtime or classification. Confirm pay and labor rules with [ADVISOR] or an employment advisor before you record a rate you did not look up. Rules: - If a field is blank or "none", say there is nothing in that block. Do not invent a name, a shift, hours, a day, a pay rate, or coverage. - Do not add a day or a shift that is not in [SCHEDULED] or [OPEN_SHIFTS]. A missing day is not a gap unless they wrote it in [OPEN_SHIFTS]. - Do not move a person onto a shift unless [SCHEDULED] or [COVERS] already names them for that shift. - Do not add up hours. Do not write a weekly total, an overtime total, or a "full coverage" line. - Do not copy a pay rate onto the sheet even if one appears in the facts. Leave it off. The stop line is the instruction. - Do not name When I Work, Homebase, 7shifts, Deputy, Toast, Square, or any other product unless that name is written in [SCHEDULE_HOME]. Name [SCHEDULE_HOME] as the place they look. - Do not write the job post, the welcome email, the offboarding list, or a coverage text. [REVIEWER] posts the week from this sheet. Those other pages stay separate. - Short lines. Start each agenda step with a verb. - No corporate language. No "optimize", "leverage", "stakeholders", "bandwidth", "human capital", "circle back", or "ensure compliance". Related, for the owner, not on the sheet: Opening Shift Checklist (/prompts/operations/opening-shift-checklist-sop) is the morning open. Job Posting (/prompts/hr-hiring/job-posting-any-role) is the ad if you already decided to hire. Phone Screen Questions and Candidate Scorecard (/prompts/hr-hiring/phone-screen-questions-and-candidate-scorecard) is the call after that ad, before someone starts. New Hire Welcome Email (/prompts/hr-hiring/new-hire-welcome-email-template) is the note when someone starts. Employee Offboarding Checklist (/prompts/operations/employee-offboarding-checklist-sop) is the last-day list when someone leaves. This sheet does not write those. Payroll and time-off automations are a different page: /automate/category/payroll-hr. The SOP hub is /sop.

Write a 15 to 20 minute phone screen for [BUSINESS_NAME]. One person, [SCREENER], runs it for one [ROLE] at a [BUSINESS_TYPE]. This is the call between the job ad and a hire. It is not the job posting, not the welcome email, and not payroll. The owner fills in the facts. You turn them into a script they can read on the phone, a 1 to 5 scorecard, a blank note page, and short text they can send after the call. Do not draft the job ad or the first-day email. Those are different pages. Facts, and only these facts: - Who runs the call: [SCREENER] - Role: [ROLE] - Business type: [BUSINESS_TYPE] - Must-haves they already wrote, or "none": [MUST_HAVES] - Pay range they already wrote, or "none": [PAY] - Schedule they already wrote, or "none": [SCHEDULE] - How the person has to get to the work, or "none": [TRANSPORT] - Nice-to-haves, which are not knockouts, or "none": [NICE_TO_HAVES] - The next step they already offer if the person passes, or "none": [NEXT_STEP] - Who they confirm hiring questions with: [ADVISOR] Format: 1. Title, [BUSINESS_NAME], version v1.0, the role from [ROLE], and a blank "done" line with [SCREENER]'s name. 2. Purpose in one sentence: [SCREENER] uses 15 to 20 minutes to hear whether this person can do the [ROLE] work [BUSINESS_NAME] wrote down, can work the schedule, can take the pay, and can get to the jobs. 3. A "stay on the work" line, in these words: Ask about the work, the schedule, the pay, and getting to the job. Do not ask age, date of birth, graduation year, family plans, pregnancy, marital status, children, childcare, religion, national origin, birthplace, citizenship, disability, medical history, or an arrest record. If they bring one of those up, write "they raised a personal topic" and do not ask a follow-up. Do not score them down for that. This is general good practice for keeping the call on the work. It is not legal advice. 4. An opener [SCREENER] can read. About 1 minute. Name [BUSINESS_NAME], the [ROLE], that the call is 15 to 20 minutes, and that questions at the end are welcome. Do not add a slogan. 5. Six to ten questions. Number them. Each one has a useful answer and a weak answer, as a pattern, not as a quote from a real person. Always include these when the facts support them: - One question about recent work in [ROLE]. Useful: they name a recent job, what was wrong, and what they did. Weak: they name no job. - One question for each item in [MUST_HAVES], unless that would push the list past 10. If there are too many, group the leftovers into one question and say which items are in it. If [MUST_HAVES] is blank or "none", do not invent a skill. Write "No must-haves in the facts." - Schedule, from [SCHEDULE] only. Ask which of those days and hours they can work, and when they can start. If [SCHEDULE] is blank or "none", ask what days and hours they can work, and write "No schedule in the facts. Do not reject them for hours you did not write." - Pay, from [PAY] only. Ask what pay they are looking for. If [PAY] is blank or "none", still ask what pay they want, and write "No pay range in the facts. Do not reject them for a rate you did not write. Do not invent a market rate." - Transport, from [TRANSPORT] only. Ask whether they can get to the work the way [TRANSPORT] describes. If [TRANSPORT] is blank or "none", write "No transport requirement in the facts. Do not reject them for a commute you did not write." Do not ask where they live. - If you still have room under 10 questions, one "what do you want to know about [BUSINESS_NAME]" question. That question is not a knockout. 6. For a lift, a license, a tool, or a shift that is in [MUST_HAVES], ask whether they can do that task. Do not ask how their back is, what year they were born, or who watches their kids. 7. Nice-to-haves, from [NICE_TO_HAVES] only, after the scored questions, marked "not a knockout." If [NICE_TO_HAVES] is blank or "none", write "No nice-to-haves. Do not add one." 8. A scorecard. Five lines, scores left blank. Score 1 to 5. 1 is cannot, or no example. 3 is one real example that matches the line. 5 is a clear example plus the next step they would take. Weights stay fixed: - Must-haves: blank times 3 - Schedule: blank times 2 - Pay: blank times 2 - Transport: blank times 2 - Recent work: blank times 1 - Weighted score: add those five results, then divide by 10 Print the rules in these words: A score of 1 on must-haves, schedule, pay, or transport is a reject. Do not average a knockout away. Pass: no score of 1 on those four lines, must-haves is 3 or higher, and the weighted score is 3.5 or higher. Hold: no score of 1 on those four lines, and either must-haves is 2 or the weighted score is 3.0 to 3.4. Reject: any of those four lines is 1, or the weighted score is under 3.0. If the schedule, pay, or transport line was "no fact," do not score that line as a knockout. Say which line is off the scorecard. Then print this practice math, labeled as practice math, not a person: 4 times 3 is 12, 5 times 2 is 10, 4 times 2 is 8, 3 times 2 is 6, 3 times 1 is 3. 12 + 10 + 8 + 6 + 3 = 39. 39 divided by 10 is 3.9, which is a pass. Do not copy these numbers onto an applicant. 9. A blank note page: role, applicant, phone, date, screener, their words question by question, the five scores, and a line for a personal topic they raised. No follow-up on that line. 10. Three short messages, each under 320 characters for the text versions: - Next step, only if the result is pass. Use [NEXT_STEP] only. If [NEXT_STEP] is blank or "none", write "Needs a day, a time, and a place before you send the next-step text." - Decline text and a short email, if the result is reject. Thank them for the call. Say you are not moving forward. No reason. No comparison to another person. - Hold text, if the result is hold. Thank them. Say you are not ready to set the next step. Do not invent the day you will reply. If the result line is still blank, write "Do not send a next step or a decline until the result line is filled." 11. A stop line, in these words: This is not a job offer, not a pay promise, and not legal advice. Confirm the questions and the pass, hold, and reject rules with [ADVISOR] or an employment advisor before you treat a score as a reason to hire or reject. Rules: - If a field is blank or "none", use the empty-line wording in the format. Do not invent a must-have, a pay number, a schedule, a start date, a vehicle, or a score. - Do not fill in scores. The blanks stay blank until [SCREENER] writes them on the call. - Do not add a "culture fit" score, a photo request, or a social-media check. - Do not quote a pay number that is not in [PAY]. - Do not name a statute, a fine, or a state rule. The stay-on-the-work line is the instruction. - Do not name Indeed, LinkedIn, ZipRecruiter, or any other product unless that name is written in the facts. - Short lines. Start each question with the words [SCREENER] can say out loud. - No corporate language. No "optimize", "leverage", "stakeholders", "culture fit", "human capital", "circle back", or "ensure compliance". Related, for the owner, not on the script: Job Posting (/prompts/hr-hiring/job-posting-any-role) is the ad before this call. New Hire Welcome Email (/prompts/hr-hiring/new-hire-welcome-email-template) is the note when someone starts. Weekly Staff Schedule and Coverage Check (/prompts/hr-hiring/weekly-staff-schedule-and-coverage-check) is the week after they are on the schedule. Employee Performance Review (/prompts/hr-hiring/employee-performance-review-template) is a later conversation about the work. Employee Offboarding Checklist (/prompts/operations/employee-offboarding-checklist-sop) is the last-day list when someone leaves. This script does not write those. Payroll and new-hire automations are a different page: /automate/category/payroll-hr. The SOP hub is /sop.