Claude Prompts for Administrative Assistant Job Search

You are an expert recruiter for administrative assistant roles. 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 concrete result (time saved, calendars managed, executives or teams supported, events coordinated, expense volume processed, a process I streamlined) and mirror the exact tools and terms from the job description (for example calendar management, travel coordination, expense reports, Microsoft Office, Google Workspace, Concur, front-desk) without inventing anything. Flag any metric that looks like a stretch.

Help me quantify my administrative work for my resume. Here is what I did: [DESCRIBE RESPONSIBILITY, for example managing calendars and booking travel for a team]. Ask me up to 4 short questions to surface the scale and impact (how many people or executives I supported, meetings scheduled per week, travel booked, a process I made faster, errors I prevented, money saved on bookings). Then write 2 resume bullets in the format 'accomplished X by doing Y, resulting in Z'.

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

[PASTE JOB DESCRIPTION]

List the tools, skills, and exact keyword phrases (for example calendar management, scheduling, travel coordination, expense reports, Microsoft Outlook, Excel, Google Workspace, data entry, correspondence, office management) 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 administrative assistant role:

[PASTE JOB DESCRIPTION]

Using my background:

[PASTE RESUME OR SUMMARY]

Under 250 words, no cliches ('hard worker', 'detail-oriented' with nothing behind it). Open with a concrete reason I fit this specific office (the team size, the executive I would support, the systems they use), cite one example of me keeping something organized under pressure, and close with a clear call to action. Match the company's tone.

Write a 4 to 5 sentence LinkedIn or email message to the hiring manager for this administrative assistant role: [PASTE ROLE AND COMPANY]. Introduce me briefly, give one specific reason I am interested in supporting their team, and mention one relevant strength ([DETAIL, for example juggling calendars for a 20-person team]). Warm, professional, reliable in tone, under 90 words.

Give me a realistic 'everything is on fire' prioritization scenario for an administrative assistant interview: three managers each need something urgent, a meeting room double-booked, and a travel change all at once. Play the interviewer, ask me how I would triage it, then probe my choices (what I do first, what I delegate, what I communicate and to whom). Afterward, tell me where my judgment was strong and where I would have dropped a ball. Give me the scenario now.

Play a busy executive and give me a scheduling and travel scenario to solve out loud, for a [ROLE] interview: for example, book a multi-city trip across time zones with a hard conflict on the calendar. Ask clarifying questions the way a picky executive would (preferred airlines, buffer time, back-to-back meetings). Then tell me whether I asked the right questions up front and where I could have anticipated a problem. Start the scenario now.

I have an administrative assistant interview at [COMPANY]. Based on this job description, list the 10 most likely questions, including the behavioral and judgment ones ('tell me about a time you handled confidential information', 'how do you prioritize when everyone says their task is urgent', 'a time you caught a mistake before it became a problem'). For each, give a one-line strategy and remind me which of my own examples to prepare. Job description: [PASTE JOB DESCRIPTION]

Compare my resume against job descriptions for [TARGET ROLE, for example Executive Assistant or Office Manager]. My resume: [PASTE RESUME]. Target job descriptions: [PASTE 2 to 3]. Identify the specific gaps (level of executive supported, systems, budget or vendor responsibility, discretion and confidentiality, project coordination), ranked by how much they matter, and for each suggest the fastest credible way to close or reframe it.