ChatGPT for HR and Recruiters: Prompts That Fill Roles Faster

I run recruiting for a 200-person SaaS company. My team of three is responsible for everything from sourcing and screening to offer coordination and onboarding. We don't have the luxury of a 10-person talent team with dedicated coordinators. We're fast and scrappy, and ChatGPT has become part of how we stay that way.

Here are the prompts we actually use — tested over the past eight months on real open roles.

1. Job Description from a Rough Brief

Hiring managers give me bullet points and I turn them into job postings. This used to take 45 minutes per role. Now:

"Write a job description for a [Senior Product Manager] role at a [B2B SaaS] company. Requirements from the hiring manager: [list the bullets they gave you]. Format: punchy job title, 3-sentence role overview, 5–7 responsibilities (bullet points, starting with action verbs), 5–7 requirements (must-haves only), and a 2-sentence company pitch. Tone: direct and professional, not buzzword-heavy. We want candidates who can tell exactly what the job is."

The output needs editing for company voice, but the structure and language are 80% there.

2. Interview Question Sets by Competency

Instead of asking "what's your greatest weakness," we use structured behavioral questions tied to specific competencies. Building these from scratch takes time:

"Generate a structured interview question set for a [Senior Product Manager] role. Focus on these competencies: stakeholder management, data-driven decision making, and leading without authority. For each competency, write 2 behavioral questions (using the STAR format prompt structure) and 1 follow-up probing question. Include what a strong answer looks like for each."

This gives the hiring manager a ready-to-use guide. Consistency across interviews makes evaluation much easier.

3. Candidate Evaluation Summary

After a debrief meeting, I need to capture the consensus quickly:

"Based on these interview notes and debrief comments, write a candidate evaluation summary: [paste notes]. Structure it as: overall recommendation (strong yes / yes / no), 3 key strengths, 2 key concerns, one open question to investigate in a reference check. Length: 200 words max."

Gives us a clean record for our ATS and makes the hire/no-hire rationale clear months later.

4. Sourcing Message Templates

Response rates on LinkedIn cold messages are abysmal with generic outreach. This prompt generates personalized-feeling templates:

"Write a LinkedIn InMail template for sourcing [senior backend engineers] for a [Series B fintech startup]. The role involves [distributed systems and Rust]. The message should: open with something specific to their background (leave a [PERSONALIZATION] placeholder), explain the role in one sentence, give one compelling reason to respond, and end with a low-friction CTA. Length: under 100 words. Tone: direct and respectful, not pushy."

I keep 3–4 of these templates in rotation and swap in the personalization placeholder for each outreach.

5. Offer Letter Drafts

Offer letters are repetitive and important to get right. I use this to get a clean first draft:

"Draft a professional employment offer letter for a [Senior Product Manager] position. Include: role and start date (placeholder), compensation (salary and equity placeholders), benefits summary (placeholder), at-will language, contingencies (background check), and signature section. Tone: warm and professional — this should feel like we're excited to have them join, not just a legal document."

Our legal team still reviews, but the first draft is 15 minutes of work instead of an hour.

6. Rejection Email Templates

We send rejection emails promptly and professionally — it's good for the candidate and good for our employer brand. Standard templates get stale:

"Write 3 versions of a candidate rejection email for different stages: (1) after resume screen, (2) after first phone screen, (3) after final-round interviews. Each should be warm but clear, not leave false hope, and include an offer to keep their profile on file. Avoid clichés like 'we've decided to move forward with another candidate.'"

Hiring managers can pick the right version and send it the same day.

7. Onboarding Checklist by Role

New hire onboarding is often underdocumented. When we open a new role type, I use this:

"Create a 30-60-90 day onboarding checklist for a new [Senior Product Manager] at a B2B SaaS company. For each phase, include: key goals, relationships to build, systems to learn, deliverables to complete, and check-in milestones with their manager. Format as a table."

The hiring manager fills in the company-specific details, but the framework is done.

8. Employee Survey Questions

For quarterly engagement surveys or specific pulse checks:

"Write 10 employee survey questions to measure [satisfaction with the performance review process]. Questions should be: specific to the process (not generic engagement), answerable on a 1–5 scale, and include 2 open-ended questions at the end. Avoid leading questions."

Clean, structured survey questions without the 2 hours of workshop-building.

Why This Works

None of these prompts replace recruiter judgment. Evaluating candidates, managing hiring manager relationships, negotiating offers, and closing candidates who have competing offers — that's still human work. What changes is the volume of administrative drafting that used to sit between me and the actual recruiting work.

If you want more recruiting and HR AI prompts — including prompts for performance improvement plans, comp benchmarking requests, and manager feedback templates — I've put together a full pack of 200+ tested prompts.

Get the AI Prompt Pack for HR & Recruiting → ($27, instant download)

These are prompts built around the real workflows of busy talent teams — not generic AI content advice.