GetlyHiring fails on paperwork long before it fails on people: a vague job post, a resume screen that depends on who opens the file first, and interviews where everyone asks a different question. Twelve prompts fix each stage.
The 12 prompts
1. Job post. Write a job post for a [role] at a [size/type] company: what they own in the first 90 days, must-haves (max 6), nice-to-haves (max 4), pay range [x], location policy. Plain words, no 'rockstar'.
2. Scorecard. Turn this job description into a hiring scorecard: 5 competencies, what good looks like for each, and the evidence that proves it in an interview.
3. Sourcing message. Write a 90-word outreach message to a candidate who [background]: the role, why them specifically, the one detail from their work, a low-friction ask.
4. Resume screen. Given this job scorecard [paste] and this resume [paste], tell me: matches, gaps, and the 3 questions that resolve the gaps. No score out of 10 - just evidence.
5. Screen call. Write a 15-minute phone screen script: 4 questions, the follow-up for each, and the two answers that should end the call early.
6. Interview kit. Build a structured interview for [role]: 6 questions, a 1-4 rating rubric per question, and what a strong answer contains.
7. Work sample. Design a 60-minute realistic task for [role] that a candidate can do without company context, plus the rubric you will grade it with.
8. Reference check. Write a reference script: scope of their work together, the honest feedback they would give, one question that catches a mismatch.
9. Rejection note. Write a kind, specific rejection email sent after [stage]: what they did well, the real reason, and whether to keep their profile.
10. Offer note. Write an offer email for [role] at [salary]: start date, benefits in four bullets, who to ask about what, one line of genuine welcome.
11. 30-day plan. Build a 30-day onboarding plan for [role]: week 1 people and access, week 2 shadowing, week 3 first deliverable, week 4 review.
12. Interview debrief. Turn these raw interview notes [paste] into a debrief: evidence per competency, open questions, and a hire/no-hire recommendation with the risk it carries.
Structure beats instinct
The advantage is not a clever question - it is asking every candidate the same one and writing down what you heard. The rubric does the hiring; the model just keeps it consistent.
Where the other 429 are
These 12 come from a pack of 441 HR, legal and business document prompts - hiring, policies, contracts, team comms - at $4.99, instant download, commercial licence, no subscription.