PM Recruiting

Draft a job offer — the written offer letter and a verbal-offer script. Use when asked to write an offer letter, a job offer, an employment offer, or to prepare to extend/verbal an offer to a candidate. Produces a clear, warm offer letter (role, comp, start, key terms, contingencies, acceptance) plus a verbal-offer call script — flagging that employment terms need HR/legal review. Not legal advice.

Build a talent sourcing strategy for a hard-to-fill role. Use when asked to create a sourcing strategy, a candidate sourcing plan, a channel plan for hiring, or to figure out where to find candidates for a role. Produces a strategy — the ideal-candidate profile and where they are, prioritised sourcing channels, outreach approach, a pipeline target with funnel math, and a weekly plan — so sourcing is deliberate, not just posting and praying.

Write personalized candidate outreach that gets replies. Use when asked to write a recruiter InMail, a candidate outreach email, a sourcing message, or a follow-up sequence. Produces a short, personalized first message (hook tied to the candidate, the role's appeal, a low-friction ask) plus a 2–3 step follow-up sequence — honest and candidate-respectful, not spammy.

Turn interview notes into a structured candidate scorecard and hire recommendation. Use when asked to write an interview scorecard, a candidate evaluation, an interview debrief, or to summarize feedback into a hire/no-hire call. Produces a per-competency assessment with evidence and ratings, an overall recommendation with confidence, and the open questions for the next round — evidence-based, bias-aware, and decision-ready.

Build boolean and X-ray search strings to source candidates. Use when asked to build a boolean search, source candidates on LinkedIn/Google, write an X-ray search, or find people with specific skills. Produces ready-to-paste boolean strings (with synonyms, must-haves, and exclusions), X-ray variants for LinkedIn/GitHub, and a refinement plan to widen or narrow the result set.

Run a rigorous candidate reference check that surfaces real signal. Use when asked to prepare or conduct reference calls for a job candidate, design reference questions, or build a reference-check rubric. Produces a structured question set, probing follow-ups, a red/yellow/green scoring rubric, and the legal guardrails — designed to get past 'they were great' without leading the referee.

Build a structured, role-specific interview question bank with what good answers look like. Use when asked to create interview questions, an interview guide, a structured interview kit, or competency-based questions for a role. Produces questions mapped to the competencies that matter — behavioral (STAR), role/technical, and values — each with what a strong vs. weak answer shows and follow-up probes, for fair, consistent interviews.