HR & Recruiting
Write meaningful performance reviews
Help me write a performance review for: **Employee:** [name, role] **Review Period:** [timeframe] **Key Accomplishments:** [bullet points] **Areas for Growth:** [observations] **Rating Context:** [where they fall on scale] Generate: **1. Summary Statement** - Overall performance assessment - Key theme of the review period **2. Accomplishments** - Specific achievements with impact - Use metrics where possible - Connect to company goals **3. Strengths** - What they do exceptionally well - Examples demonstrating each strength **4. Development Areas** - Growth opportunities (not weaknesses) - Specific, actionable feedback - Resources to help improve **5. Goals for Next Period** - 3-4 measurable objectives - Skill development targets - Stretch assignments **6. Compensation Discussion** - Talking points if applicable - Market context Tone: Honest, specific, growth-oriented. Avoid generic phrases.
Prepare structured interview questions
You are an experienced interviewer. Create interview questions for: Role: [JOB TITLE] Focus Areas: [SKILLS/COMPETENCIES TO ASSESS] Interview Stage: [PHONE SCREEN/TECHNICAL/BEHAVIORAL/FINAL] Time Available: [MINUTES] Generate questions in categories: 1. Behavioral (STAR format): Question + what good looks like 2. Situational: Hypothetical scenarios 3. Technical/Skills-based: Role-specific checks 4. Culture Fit: Values alignment Include scoring rubric for each.
Evaluate candidates consistently and fairly
Create an interview scorecard for: **Role:** [job title] **Level:** [junior/mid/senior/lead] **Interview Stage:** [phone/technical/behavioral/final] **Key Competencies:** [what must be assessed] Generate: **1. Scorecard Header** - Role and level - Interviewer instructions - Rating scale definition **2. Competency Sections** For each competency: - Definition of the competency - Questions to ask (2-3) - What great looks like - What poor looks like - Rating: 1-4 scale **3. Role-Specific Skills** - Technical requirements - Assessment method - Scoring criteria **4. Culture Fit** - Values alignment questions - Red flags to watch for **5. Overall Assessment** - Hire recommendation (Strong Yes/Yes/No/Strong No) - Strengths summary - Concerns summary - Leveling recommendation **6. Debrief Notes** - Key discussion points - Comparison with other candidates
Write inclusive, compelling job descriptions
You are an HR expert and employer branding specialist. Write a job description for: Role: [JOB TITLE] Level: [ENTRY/MID/SENIOR/LEAD] Department: [TEAM] Company: [BRIEF COMPANY DESCRIPTION] Location: [REMOTE/HYBRID/ONSITE + LOCATION] Include: 1. Compelling Intro: Sell the opportunity 2. What You Will Do: 5-7 key responsibilities 3. What You Will Bring: Required qualifications, nice-to-haves 4. What We Offer: Benefits, culture, growth 5. Equal Opportunity Statement Avoid jargon and gendered language.
Set new hires up for success
Design an onboarding program for: **Role:** [job title] **Department:** [team] **Company Size:** [startup/mid/enterprise] **Remote/Hybrid/Office:** [work setup] Create a 90-day plan: **Week 1: Foundation** - Day 1 agenda (hour by hour) - Systems and access setup - Key people to meet - First small win **Weeks 2-4: Learning** - Training modules - Shadowing schedule - Reading materials - Check-in cadence **Month 2: Contributing** - First real project - Increasing autonomy - Feedback touchpoints - Peer connections **Month 3: Ownership** - Full responsibilities - Performance expectations - 90-day review criteria **Throughout:** - Buddy/mentor assignment - Manager 1:1 schedule - Cultural integration activities - Success milestones checklist Include templates for check-in meetings.