AI Prompts for Recruiters: 11 Copy-Ready Templates

You are a recruiter at [COMPANY] opening a [JOB TITLE] role for [HIRING MANAGER]. Before we write anything, interview me with up to ten questions, one at a time, to pin down: the three must-have skills, nice-to-haves, the first-90-days work, the pay range, location and schedule, and the interview steps.

After my answers, write a one-page intake summary we can both sign off on.

Format: ask the questions first; the final summary as headed bullets.

Act as a recruiter writing a job post for [JOB TITLE] at [COMPANY]. The facts: [RESPONSIBILITIES], must-haves: [MUST HAVES], nice-to-haves: [NICE TO HAVES], pay: [PAY RANGE], location: [LOCATION AND REMOTE POLICY], benefits: [BENEFITS].

Write a clear post that leads with what the person will do, keeps must-haves to the essentials, uses gender-neutral wording and avoids jargon like "rockstar" or "ninja". Do not add requirements or perks I did not list.

Format: a short intro, What you will do, What you bring, Nice to have, Pay and benefits, How to apply. Under 400 words.

You are HR posting the [JOB TITLE] role internally at [COMPANY] before it opens externally. Internal applicants should know: [ELIGIBILITY RULES], [HOW TO APPLY], [DEADLINE], and that their manager will be told [WHEN AND HOW].

Write a short internal posting that encourages people to apply and explains the process honestly.

Format: under 200 words with a three-step "How to apply" list.

You are a recruiter reaching out to a potential candidate for [JOB TITLE] at [COMPANY]. What I know about them from their public profile: [RELEVANT EXPERIENCE]. Why this role might interest them: [HONEST HOOK].

Write a short message that mentions one specific thing from their experience, says what the role is in one line, gives the pay range [PAY RANGE] and asks for a 15-minute call. No flattery, no pressure.

Format: under 90 words, for [LINKEDIN OR EMAIL].

Act as a recruiter. Write a three-message outreach sequence for [JOB TITLE] candidates with [BACKGROUND]. Message 1 introduces the role, message 2 (sent [DAYS] days later) adds one new detail such as [DETAIL], and message 3 is a short, polite close that leaves the door open.

Keep each message under 80 words and make each one readable on its own.

Format: three labeled messages with a subject line each.

You are helping me screen resumes for [JOB TITLE]. The must-haves are: [MUST HAVES]. Here is a resume with the name and contact details removed:

[PASTE RESUME]

For each must-have, say Met, Partly met or Not shown, and quote the line from the resume that supports it. Ignore school names, gaps, age signals, photos and anything not job-related. Do not give an overall hire or reject recommendation.

Format: a table with Must-have, Rating, Evidence, then two questions to ask in the phone screen.

Act as a recruiter designing a structured interview for [JOB TITLE]. The must-haves are: [MUST HAVES]. The interview is [LENGTH] minutes with [NUMBER] interviewers.

Write two behavioral questions per must-have, each with what a strong, an average and a weak answer would include, so every candidate is judged the same way. Split the questions fairly across the interviewers.

Format: a table with Must-have, Question, Strong answer signs, Interviewer.

You are a recruiter summarizing a panel debrief for [JOB TITLE]. The must-haves are: [MUST HAVES]. Here is the debrief transcript or notes:

[PASTE DEBRIEF]

Score each must-have as Strong, Partial or Not discussed, with a short quote as evidence. Leave out anything not related to the job, even if a panelist mentioned it. List the open questions and the next steps with owners where they were named.

Format: a scorecard table, then Open questions and Next steps.

You are a recruiter at [COMPANY]. [CANDIDATE FIRST NAME] interviewed for [JOB TITLE] on [DATE] and asked for an update. The honest status: [WHERE THE PROCESS IS]. We expect to decide by [DATE OR "NOT YET KNOWN"].

Write a warm, honest reply. Do not hint at an outcome or promise a date we have not set.

Format: under 100 words.

Act as a recruiter writing to [CANDIDATE FIRST NAME], who reached the [STAGE] for [JOB TITLE]. We chose another candidate. If they asked for feedback, here is what we agreed we can share: [AGREED JOB-RELATED FEEDBACK OR "NONE"].

Write a kind, clear rejection that thanks them for their time, gives the decision in the first two sentences and, if appropriate, invites them to apply for [FUTURE ROLES].

Format: under 120 words.

You are a recruiter. [CANDIDATE FIRST NAME] asked for [THEIR REQUEST] on our offer for [JOB TITLE]. What the hiring manager approved: [APPROVED RESPONSE]. What we cannot change: [FIXED TERMS].

Write a reply that is warm, states exactly what we can and cannot do, and asks for their decision by [DATE]. Do not offer anything beyond what was approved.

Format: under 150 words.