AI Prompts for Recruiters & Staffing Agencies

I'm writing a job posting for a client. Here are my raw notes from the intake call: {NOTES (role, must-haves, nice-to-haves, salary range, why the role is open, team/culture details)}. Write a job posting under 400 words. Lead with what makes this role actually different from ten other {ROLE_TITLE} postings a candidate has already seen, not a generic 'we are seeking a dynamic professional' opener. List must-haves as a short bullet list, not a wall of requirements. Include the real salary range. End with one honest line about what the role won't involve, if candidates commonly assume something incorrectly.

I found a candidate on LinkedIn who looks like a strong fit for {ROLE_TITLE} at {CLIENT_COMPANY}. Here's their background: {CANDIDATE_BACKGROUND}. Here's the role: {ROLE_SUMMARY}. Write a short outreach message (under 100 words) that references one specific thing from their background, not a generic opener. Name the company only if {DISCLOSE_COMPANY: yes/no} is yes; otherwise describe the role without naming the company. End with a low-pressure question, not 'are you open to new opportunities?'

Here's where the {ROLE_TITLE} search for {CLIENT_COMPANY} stands this week: {STATUS (candidates sourced, screened, submitted, interviews scheduled, any pushback on requirements or salary)}. Write a short client update email. Lead with the most important development, not a list of everything I did. If the search is behind pace, say so plainly and explain why, don't bury it. End with what I need from them, if anything (faster feedback, a decision on a candidate, clarity on a requirement).

A candidate, {CANDIDATE_NAME}, received an offer for {ROLE_TITLE} at {CLIENT_COMPANY} and wants to negotiate. Here's the situation: {SITUATION (offer details, what they're asking for, any competing offer, their stated priorities)}. Write talking points for the conversation with the candidate, not a script. Then write a separate short brief for the client relaying the ask in businesslike terms. Recommend one realistic middle ground based on what's actually in the situation, not a guess.

My candidate {CANDIDATE_NAME} accepted an offer for {ROLE_TITLE} at {CLIENT_COMPANY}, and their current employer just countered with {COUNTER_OFFER_DETAILS}. Here's what I know about why they were job searching in the first place: {ORIGINAL_REASONS}. Write a message to send the candidate that doesn't pressure them, reminds them of their own stated reasons for looking (in their words, if I noted them), and asks one direct question about what's actually changed their mind, if anything has.

I need to reject a candidate, {CANDIDATE_NAME}, for {ROLE_TITLE} at {CLIENT_COMPANY}. Here's the real reason: {REASON}. Write a rejection email that's honest without being harsh, avoids the generic 'we've decided to move forward with other candidates,' and if the reason is fixable or role-specific rather than about them broadly, says so, so they don't wrongly conclude they're not employable elsewhere. If they're strong enough to place elsewhere, add one line inviting them to stay in touch for future roles.

This candidate, {CANDIDATE_NAME}, wasn't right for a recent role but I want to keep them warm for future openings. Here's what I know about them: {BACKGROUND (skills, what they're looking for, timeline)}. Write a short check-in message, not tied to a specific open role, that references something real from our last conversation and asks one useful question about their current search status, without sounding like a mass template.

I want to post about {ROLE_TITLE} at {CLIENT_COMPANY} on LinkedIn to attract inbound candidates. Here's the role: {ROLE_SUMMARY}. Write a post under 100 words that leads with the most attractive real detail (not 'exciting opportunity'), states the essentials (role, location/remote, one standout requirement or perk), and ends with a clear, low-friction way to apply or reach out.

I just finished a screening call with {CANDIDATE_NAME} for {ROLE_TITLE}. Here are my raw notes: {NOTES (background, answers to key questions, red flags or standout moments, my honest read)}. Write a recap for the hiring manager. Lead with my honest recommendation (strong yes / worth a look / pass), not a neutral summary. Back it with the two or three specific things from the call that matter most, not everything discussed.

{CANDIDATE_NAME} has an interview with {CLIENT_COMPANY} for {ROLE_TITLE} on {DATE}. Here's what I know about the interviewer and the company's interview style: {CONTEXT}. Write a short prep message covering what to expect, one or two questions they should be ready for based on the role, and one thing about this specific company or interviewer worth knowing that a generic interview-tips article wouldn't include.