AI Prompts for HR Teams

"Write a job description for a Senior Product Manager at a Series B SaaS startup (150 employees). Include: a compelling opening paragraph that sells the role and company culture without buzzwords, 6 key responsibilities written as outcomes (not tasks), required qualifications (5 items, skills-based not credential-based), preferred qualifications (3 items), compensation transparency (salary range $150K-$180K + equity), benefits highlights, and a diversity statement that feels genuine rather than boilerplate. Run the description through a bias check: flag any gendered language, unnecessary requirements that could exclude qualified candidates, and jargon that might discourage applicants."

"Create a structured interview scorecard for evaluating candidates for a software engineering role. Include: 5 core competencies to assess (technical skills, problem-solving, communication, collaboration, growth mindset), 2 behavioral interview questions per competency with specific follow-up probes, a 1-5 rating scale with detailed behavioral anchors for each level (what does a 3 vs. a 5 look like specifically), a section for noting evidence (not impressions), red flags to watch for, and a final recommendation framework (strong hire, hire, no hire, strong no hire). Include guidance on avoiding common interviewer biases (halo effect, similarity bias, recency bias)."

"Create a detailed 30-60-90 day onboarding plan for a new marketing manager joining a 200-person tech company. Day 1-30 (Learn): orientation checklist, key people to meet (with conversation starters), systems access and training, reading list (company wiki, brand guidelines, recent campaigns), and a buddy assignment. Day 31-60 (Contribute): first project assignment with clear deliverables, team process integration, cross-functional relationship building, and a mid-point check-in template. Day 61-90 (Own): independent project ownership, goal-setting for the next quarter, and a 90-day review template with self-assessment and manager evaluation sections."

"Draft a comprehensive remote work policy for a hybrid company where employees work 2 days in-office and 3 days remote. Cover: eligibility criteria, core collaboration hours (10am-3pm local time), home office requirements (ergonomic setup, reliable internet, private space for calls), equipment policy (what the company provides vs. employee responsibility), expense reimbursement (internet, office supplies), communication expectations (response times, camera-on norms, async vs. sync guidelines), performance measurement (outcomes-based, not hours-based), security requirements (VPN, screen lock, no public WiFi for sensitive work), and the process for requesting fully remote exceptions. Write in clear, employee-friendly language."

"Create a Performance Improvement Plan (PIP) template that is fair to the employee and legally defensible for the company. Include: specific performance deficiencies with concrete examples and dates (not vague statements), measurable improvement goals with clear success criteria, resources and support the company will provide (training, mentoring, reduced workload), a realistic timeline (typically 30-60 days) with weekly check-in schedule, consequences if improvement is not achieved, and an employee acknowledgment section. Include guidance notes for managers on: how to deliver the PIP in a meeting, documentation best practices, and common legal pitfalls to avoid. Demonstrate with a sample PIP for an employee consistently missing project deadlines."

"Design a comprehensive exit interview framework that actually produces actionable insights instead of polite non-answers. Include: 15 questions organized by theme (role satisfaction, management, growth, culture, compensation, reason for leaving), specific probing techniques for each question to get past surface-level answers, a confidentiality statement that encourages honesty, a standardized scoring system for tracking trends across departures, a template for summarizing findings for leadership, and a quarterly analysis framework that identifies patterns (which teams have highest turnover, most common reasons by department, correlation with tenure length). Include 3 questions specifically designed to uncover management issues employees are reluctant to discuss."

"Create a compensation benchmarking analysis template for reviewing salary competitiveness. Demonstrate with a Senior Software Engineer role in Austin, TX. Include: data sources to reference (Levels.fyi, Glassdoor, Radford, Mercer), how to adjust for company size, stage, and industry, a total compensation breakdown (base salary, bonus, equity, benefits value), comparison at 25th, 50th, and 75th percentiles, a recommendation for where the company should target and why, cost-of-living adjustments for remote employees in different markets, and a pay equity analysis framework to check for demographic disparities in current compensation. Present in a format suitable for sharing with the CFO."

"Outline the essential policies that must be included in an employee handbook for a 100-person tech startup operating in California and New York. Cover: at-will employment statement, equal opportunity and anti-discrimination, anti-harassment policy with reporting procedures, remote work and flexible hours, PTO policy (unlimited vs. structured — pros and cons of each), parental leave, confidentiality and IP assignment, social media guidelines, expense reimbursement, termination procedures, and dispute resolution. For each policy, flag state-specific requirements that differ between CA and NY, and note which policies are legally required vs. best practice."

"Design a 12-month Diversity, Equity, and Inclusion (DEI) program for a 300-person company that goes beyond performative gestures. Include: a baseline assessment framework (what to measure and how), 4 quarterly initiatives with specific goals and KPIs, ERG (Employee Resource Group) launch guide, inclusive hiring practice improvements (structured interviews, diverse panels, blind resume review), manager training curriculum outline (unconscious bias, inclusive leadership, equitable performance reviews), a communication plan that builds buy-in without triggering backlash, and a measurement framework showing leading and lagging indicators. Budget estimate for each initiative."

"Create a comprehensive termination process checklist for HR professionals handling an involuntary termination. Cover: pre-termination steps (documentation review, legal consultation, final paycheck preparation, benefits continuation info), the termination meeting (who should be present, script outline, what to say and what NOT to say, how to handle emotional reactions), day-of logistics (system access revocation timing, equipment return, personal belongings, security escort policy), post-termination tasks (COBRA notification, 401k rollover info, reference policy communication, unemployment claim preparation), and team communication (what to tell the departing employee's team and when). Include state-specific requirements for CA, NY, and TX final paycheck timing."

"Design a 20-question employee engagement survey that measures what actually predicts retention and performance. Organize questions into 5 dimensions: Purpose (connection to mission), Growth (learning and career development), Autonomy (trust and flexibility), Belonging (inclusion and team dynamics), and Recognition (feeling valued). Use a mix of Likert scale (1-5) and one open-ended question per dimension. Include: the specific question wording, why each question matters (what research shows it predicts), benchmark scores from industry data, how to analyze results by department/tenure/level, and a template for presenting findings to leadership with recommended actions for each low-scoring dimension."

"Draft a compelling offer letter template for a tech company that goes beyond the standard legal boilerplate to actually excite the candidate. Include: a warm opening that references something specific from their interview, the role title and reporting structure, start date, compensation details (base, bonus structure, equity grant with vesting schedule explained simply), benefits summary with dollar values where possible (not just a list), a brief section on what their first 90 days will look like, the team they'll be joining and why it's exciting, and the standard legal terms (at-will, contingencies). Include a deadline for acceptance and next steps. Demonstrate with a Senior Engineer offer at $165K base + 0.05% equity."