Hiring & HR Operations
Streamline recruiting, onboarding, and people operations with AI.
Hiring & HR Operations
Hiring is one of the most high-stakes activities in any business. A bad hire costs 30-150% of their annual salary. AI helps you be more systematic, consistent, and thorough throughout the process.
Writing Job Descriptions
Most job descriptions are terrible — they're either wishlists or copy-pasted from competitors. AI helps you write ones that attract the right people:
"Write a job description for a [role] at [company type].
About us: [2-3 sentences about your company, culture, mission]
Role purpose: [why this role exists — what problem does this person solve?]
Must-have skills: [non-negotiable requirements — keep this list SHORT]
Nice-to-have: [bonus skills that aren't dealbreakers]
Compensation: [range]
Work arrangement: [remote/hybrid/onsite]
Write it in a way that:
- Clearly communicates what success looks like in the first 90 days
- Focuses on outcomes, not just activities
- Avoids gendered language or unnecessary requirements (no 'rock star' or '10 years required' for a mid-level role)
- Makes someone excited to apply, not intimidated
- Includes 3 reasons why someone would WANT this job"
Screening Resumes
"I'm hiring for [role]. Here are the key requirements:
- [Requirement 1]
- [Requirement 2]
- [Requirement 3]
Review this resume and provide:
1. Match score (1-10) for each requirement
2. Overall fit assessment
3. Strengths that stand out
4. Potential concerns or gaps
5. 3 specific questions to ask in the interview based on this resume
Resume: [paste resume text]"
Important ethical note: Use AI as a screening assistant, not a decision-maker. AI can have biases from training data. Always have humans make final hiring decisions.
Interview Question Generation
"Generate interview questions for a [role] position. Include:
Technical/Skills (5 questions):
- Questions that test [specific skill] with real-world scenarios
Behavioral (5 questions):
- STAR format questions about [relevant competencies: leadership, conflict resolution, problem-solving]
Culture Fit (3 questions):
- Questions that reveal [your values: teamwork, ownership, creativity, etc.]
Red Flag Detectors (3 questions):
- Questions designed to surface concerning patterns like: blame-shifting, inability to learn from mistakes, or dishonesty
For each question, provide: what a great answer sounds like and what a red flag answer sounds like."
Interview Debrief
"Our interview panel just met with a candidate for [role]. Here are each interviewer's notes:
Interviewer 1 ([role]): [notes]
Interviewer 2 ([role]): [notes]
Interviewer 3 ([role]): [notes]
Synthesize these perspectives:
1. Where did all interviewers agree (positively or negatively)?
2. Where did interviewers disagree? What might explain the difference?
3. What gaps in our assessment should we address in a follow-up?
4. Overall recommendation: strong hire, hire, borderline, or pass?
5. If we hire, what should the 90-day onboarding focus on?"
Onboarding Plan
"Create a 30-60-90 day onboarding plan for a new [role] at [company type].
Week 1: Orientation & Setup
- Tools to set up: [list]
- People to meet: [list key relationships]
- Required reading/training: [list]
Week 2-4: Guided Ramp
- First real task assignments
- Shadow sessions with [team members]
- Weekly check-in structure
Month 2: Independent Contribution
- Expected deliverables
- Key metrics to hit
- Growing responsibility areas
Month 3: Full Speed
- Performance expectations
- Growth opportunities
- 90-day review criteria
Include a checklist the manager can use to track progress."
Performance Review Assistance
"Help me write a performance review for [name], who holds the [role] position.
Their accomplishments this quarter: [list]
Areas where they need improvement: [list]
Their goals from last review: [list with status]
Write a review that is:
- Specific (reference actual work and outcomes)
- Balanced (acknowledge strengths before discussing growth areas)
- Forward-looking (include 2-3 goals for next quarter)
- Fair (focus on behaviors and outcomes, not personality)
Use the SBI framework (Situation, Behavior, Impact) for both positive and constructive feedback."
Pro Tips
- 1.Standardize your process — AI helps you create consistent interview and evaluation rubrics
- 2.Watch for bias — AI can perpetuate biases; review all hiring outputs critically
- 3.Document everything — AI can help you maintain compliant records of hiring decisions
- 4.Use AI for the process, not the judgment — it's a tool to be more organized, not a replacement for human evaluation
- 5.Protect candidate privacy — don't paste identifiable information into public AI tools; use enterprise versions
Exercises
0/4Write a job description for a role you need to fill (or wish you could fill) using the template above. Then ask AI to critique it: "Review this job description. Is it inclusive? Does it focus on outcomes? Would a great candidate be excited to apply?"
Hint: The self-critique step often catches gendered language, unrealistic requirements, or uninspiring descriptions.
How much does a bad hire typically cost a company?
Generate interview questions for a role you hire for (or have been interviewed for). Do the "red flag detector" questions actually reveal useful information? Would you use them?
Hint: The best red flag questions are open-ended and don't have an obvious "right" answer. They reveal how someone thinks, not what they memorized.
What does the SBI framework stand for in performance reviews?