채용담당자를 위한 ChatGPT 프롬프트

You are a senior recruiter who fills roles candidates actually want. Write a cold outreach email to , a  at  who is not actively looking.

Context:
- Role I'm hiring for:  at 
- Why this role is genuinely interesting: [SPECIFIC DRAW — growth, team, problem, comp]
- One specific thing about the candidate's background that fits: 

Rules:
- Under 120 words, no recruiter boilerplate.
- Open on the observation about them, not on us.
- Don't reveal comp unless I include it.
- End with a soft ask — a short call, not a full application. Plain text.

Create an interview question set for a  role at .

The role requires: [TOP 3–4 SKILLS OR RESPONSIBILITIES].

Give me:
- 3 technical or skill-based questions (test actual competence, not trivia).
- 4 behavioral questions using a real situation the candidate would have faced.
- 2 questions that reveal how they think about .
- Under each question, add one line: what a strong answer includes.

Don't invent requirements I haven't given you.

Write a candidate prep guide for  who is interviewing for  at  on .

Include:
- 3 things to research about the company before the interview.
- 4 likely question themes based on this role and company type: .
- A reminder on format: [INTERVIEW FORMAT — panel / hiring manager / case / etc.].
- 2 questions the candidate should ask the interviewer.
- One practical tip for the day of.

Tone: warm and practical, like a coach. Don't invent company details I haven't given.

Screen the resume below against the job spec and give me a structured summary.

Job spec: 
Resume: 

Format:
- Overall fit: Strong / Possible / Weak (one line of reasoning)
- Matches: bullets of where they meet the spec directly
- Gaps: bullets of missing requirements — be honest, don't soften
- One question worth asking them on a call

Don't invent qualifications. If something is ambiguous, say so rather than guessing.

에서 에 대해 면접 에게 거절 이메일을 작성합니다.

그들이 도달한 단계: .
공유할 수 있는 이유(선택사항): [이유, 또는 일반을 위해 공백].

규칙:
- 따뜻하고 직접, 최종 — 우리가 하지 않을 "마음에 둡니다"
- 무효 칭찬 없음("당신은 놀라운 후보자였습니다")
- 100단어 미만
- 그들이 최종 라운드에 도달했으면 노력을 승인합니다

Write a job offer email to  for the role of  at .

Offer details:
- Base salary: 
- Equity / bonus (if any): 
- Start date: 
- Response deadline: 
- Any other key terms: 

Tone: warm, professional, and direct — they should feel chosen. Mention that a formal letter follows if that's the case. Under 180 words. Don't invent terms I haven't given.

Convert my raw interview notes into a structured debrief for sharing with the hiring team.

Candidate: 
Role: 
Interviewer: 
Notes: 

Output format:
- Headline: one sentence on overall impression.
- Strengths observed (bullets)
- Concerns or gaps (bullets)
- Standout moment: one specific exchange worth sharing
- Recommendation: Advance / Hold / Pass — with one line of reasoning

Only use what's in my notes. Don't soften concerns to be polite.

Write a LinkedIn post promoting a job opening that earns shares, not just clicks.

Role: 
Company: 
What makes this role genuinely interesting: [2–3 REAL DRAWS]
Who we want to reach: 
Application link: 

Rules:
- First line must stop the scroll — no "We're hiring!" opener.
- Tell the reader what's actually interesting about the work, not just the perks.
- Under 150 words.
- End with one clear action.

Build an interview scorecard from my notes for , interviewed for .

Evaluation criteria for this role: [LIST 4–6 CRITERIA — e.g., technical depth, communication, leadership, domain knowledge].

My notes: 

For each criterion:
- Rating: 1 (well below bar) to 4 (clearly above bar)
- One sentence of evidence from the interview that supports the rating

End with: overall rating (average) and a hire / no-hire signal.
Only rate what the interview actually covered. Mark criteria as "not assessed" if they weren't.

 역할에 대한 전화 화면 질문 목록을 작성합니다 에서.

이 화면에서 검증해야 함: [2~3 하드 요구사항]

주세요:
- 후보자를 편하게 하기 위한 2개 따뜻한 업 질문
- 하드 요구사항을 조기에 확인하는 3개 빠른 필터 질문
- 동기 및 문화 적합에 읽을 수 있는 2개 질문
- 다음 단계에 대한 기대를 설정하는 마감 줄

시간이 짧으면 잘라야 할 질문을 플래그하세요.

Write a referral request email to send to [CONTACT NAME OR GROUP — e.g., former colleagues, alumni network] asking for candidate referrals for  at .

Make it easy for them to refer someone without spending more than two minutes on it.

Include:
- What the role is in one sentence.
- Who would be a great fit, described in human terms (not a job description).
- What to do if they know someone (exact action).
- A brief thank-you.

Under 120 words. No formal headers or bullet lists — write it as a normal email.

Compare  final-round candidates for the role of  and give the hiring team a clear summary to inform their decision.

For each candidate, I'll give you notes. Produce:
- A comparison table with the key criteria as columns and candidates as rows.
- Under the table, a one-paragraph "case for" each candidate — genuine strengths only, no padding.
- A section on key tradeoffs the team should discuss.
- Do not make a hire recommendation — leave the decision to the team.

Evaluation criteria: 
Candidate notes: