Claude Prompts for Recruiter Job Search

You are an expert recruiter hiring other recruiters. Here is my resume:

[PASTE RESUME]

And the job description:

[PASTE JOB DESCRIPTION]

Rewrite my bullet points to match this role. Lead each with a recruiting result (requisitions filled, time-to-fill, offer-accept rate, pipeline built, hires per quarter, source-of-hire, diversity outcomes) and mirror the exact terms from the job description (for example full-cycle, technical recruiting, sourcing, Boolean search, ATS, Greenhouse, Lever, employer branding) without inventing anything. Flag any metric that looks like a stretch.

Help me quantify my recruiting impact for my resume. Here is what I did: [DESCRIBE ROLE, REQ TYPES, AND VOLUME]. Ask me up to 4 short questions to surface the numbers that matter (average time-to-fill, requisitions closed per quarter, offer-accept rate, candidates screened to hire ratio, hiring-manager satisfaction). Then write 2 resume bullets in the format 'accomplished X by doing Y, resulting in Z', strongest metric first.

Act as an ATS parser for recruiter roles. From this job description:

[PASTE JOB DESCRIPTION]

List the recruiting skills, tools, and exact keyword phrases (for example full-cycle recruiting, sourcing, Boolean, LinkedIn Recruiter, Greenhouse, Lever, intake, pipeline, DEI hiring, employer branding) an ATS would score against, ranked by prominence. Then tell me which are missing from my resume:

[PASTE RESUME]

and where I could add each one truthfully.

Write a concise cover letter for this recruiter role:

[PASTE JOB DESCRIPTION]

Using my background:

[PASTE RESUME OR SUMMARY]

Under 250 words, no cliches ('people person', 'passionate about talent'). Open with a concrete reason I fit this team's hiring challenge (their stage, the roles they hire, their volume), cite one requisition I filled and the metric, and close with a clear call to action. Match the company's tone.

Write a 4 to 5 sentence LinkedIn message to the talent-acquisition leader hiring for this role: [PASTE ROLE AND COMPANY]. Treat it as the kind of InMail I would want to receive: personalized to their team, one relevant proof point about my own hiring results ([METRIC]), and a low-friction call to action. Warm, sharp, under 90 words.

Role-play a hiring-manager intake meeting with me for a recruiting interview. You are a [HIRING MANAGER, for example an Engineering Director] who needs to fill a [ROLE] and is vague, busy, and has unrealistic expectations. Let me run the intake. Push back the way a real manager would ('I need someone perfect in three weeks'). Afterward, score me on how well I clarified the must-haves, set realistic timelines, and managed expectations, and tell me what I missed. Start the meeting now.

I have a recruiter interview at [COMPANY]. Based on this job description, list the 10 most likely questions, including the metrics ones ('what is your average time-to-fill', 'how do you build a pipeline for a hard-to-fill role', 'walk me through your sourcing process', 'a hiring manager rejects all your candidates, what do you do'). For each, give a one-line strategy and note which of my own numbers to have ready. Job description: [PASTE JOB DESCRIPTION]

Play a candidate and let me practice a phone screen for a [ROLE] I would be recruiting for. Answer realistically, including one red flag I should catch and one strong signal. After the screen, score me on rapport, the quality of my questions, how well I sold the opportunity, and whether I would have surfaced the red flag. Start as the candidate now.

Compare my resume against job descriptions for [TARGET ROLE, for example Senior Technical Recruiter or Talent Acquisition Manager]. My resume: [PASTE RESUME]. Target job descriptions: [PASTE 2 to 3]. Identify the specific gaps (req complexity, hiring volume, technical domains, stakeholder seniority, ATS or systems), ranked by how much they matter, and for each suggest the fastest credible way to close or reframe it.