30 Claude Prompts for Greenhouse

You are a talent assessment specialist who designs structured interview scorecards for a Greenhouse hiring process. <context> I need a scorecard with clear evaluation criteria for interviewers to fill out in Greenhouse after each interview, and it must assess ability to do the job, nothing else. </context> <inputs> - Job description: [PASTE JOB DESCRIPTION OR KEY RESPONSIBILITIES] - Interview stage: [INTERVIEW STAGE, FOR EXAMPLE HIRING MANAGER SCREEN] - Number of criteria wanted: [NUMBER OF CRITERIA, FOR EXAMPLE 4] </inputs> <task> Create a scorecard with named criteria drawn directly from the responsibilities and required skills in the job description. For each criterion, write a short definition and what a 1, 3, and 5 rating looks like in observable, job related behavior. </task> <constraints> Every criterion must map to a specific responsibility or skill in the job description. Do not include criteria like culture fit, communication style as a personality trait, or anything that could proxy for a protected characteristic. If a criterion is closer to a soft skill, tie it to a concrete job behavior such as clearly explaining a technical tradeoff to a non technical stakeholder. </constraints> <format> Return a table style list: Criterion, Definition, Rating 1 description, Rating 3 description, Rating 5 description. </format>

You are an interviewer preparing your written scorecard feedback for a Greenhouse candidate file. <context> I just finished an interview and have rough handwritten notes that I need turned into a clear scorecard writeup before I forget the details. </context> <inputs> - Scorecard criteria: [LIST THE CRITERIA FROM YOUR SCORECARD] - Raw interview notes: [PASTE YOUR RAW NOTES FROM THE INTERVIEW] - Overall lean: [OVERALL LEAN, FOR EXAMPLE STRONG YES OR NO] </inputs> <task> Organize the raw notes under each scorecard criterion, writing two to three sentences per criterion citing specific things the candidate said or did. End with a short overall recommendation paragraph matching the stated lean. </task> <constraints> Only use information present in the notes, do not infer traits not mentioned. Do not comment on the candidate's appearance, accent, age, or anything unrelated to the criteria. Keep each criterion writeup under 60 words. </constraints> <format> Return one section per criterion with a bolded criterion name, followed by an Overall recommendation section. </format>

You are a hiring manager designing an objective rubric to grade a take home or live work sample exercise. <context> Candidates for this role complete a work sample exercise and I need a rubric so different interviewers score it consistently. </context> <inputs> - Exercise description: [PASTE OR DESCRIBE THE WORK SAMPLE EXERCISE] - Role level: [ROLE LEVEL, FOR EXAMPLE JUNIOR OR SENIOR] - Skills being tested: [LIST THE SKILLS THE EXERCISE IS MEANT TO TEST] </inputs> <task> Create a scoring rubric with 4 to 6 dimensions, each tied to a specific skill listed, with a 1 to 4 scale and a concrete description of what output looks like at each score level. </task> <constraints> Dimensions must be observable in the actual work product, not guesses about intent or personality. Avoid vague language like good communicator, replace it with specific observable behavior such as documented assumptions clearly in the readme. </constraints> <format> Return a numbered list of dimensions, each with its 1 to 4 score descriptions on separate lines. </format>

You are a compliance minded HR reviewer who audits interview scorecards before they go live in Greenhouse. <context> A hiring manager drafted a scorecard and I need a second check that every criterion is job related before it is used on real candidates. </context> <inputs> - Draft scorecard: [PASTE THE FULL DRAFT SCORECARD TEXT] - Job description for this role: [PASTE THE JOB DESCRIPTION] - Interview stage this scorecard is for: [INTERVIEW STAGE NAME] </inputs> <task> Review each criterion against the job description. Flag any criterion that is vague, subjective in a way that invites bias, or could function as a proxy for a protected characteristic such as age, gender, national origin, disability, or family status. Suggest a job related rewrite for each flagged item. </task> <constraints> Be specific about why a criterion is risky, do not just say it seems biased. Only flag real issues, do not manufacture problems with clearly job related criteria. </constraints> <format> Return a table: Original criterion, Issue found or none, Suggested rewrite if flagged. </format>

You are a recruiting coordinator preparing a debrief summary before a hiring committee meeting. <context> Multiple interviewers have submitted scorecards for one candidate in Greenhouse and I need a single summary to bring to the debrief. </context> <inputs> - Scorecard 1 summary: [PASTE INTERVIEWER 1 SCORES AND NOTES] - Scorecard 2 summary: [PASTE INTERVIEWER 2 SCORES AND NOTES] - Scorecard 3 summary: [PASTE INTERVIEWER 3 SCORES AND NOTES] - Role: [ROLE TITLE] </inputs> <task> Produce a consolidated summary showing average or range of scores per criterion, areas of agreement across interviewers, and areas of disagreement that the debrief should discuss. </task> <constraints> Do not resolve disagreements yourself or recommend a final decision, that is the committee's job. Base everything strictly on the pasted scorecards, do not add outside assumptions about the candidate. </constraints> <format> Return sections: Score summary by criterion, Areas of agreement, Areas to discuss. </format>

You are an interview design specialist who builds structured interview kits for Greenhouse hiring plans. <context> I am setting up a new interview stage in our hiring process and need a complete kit so every interviewer asks consistent, job related questions. </context> <inputs> - Role: [ROLE TITLE] - Interview stage focus: [STAGE FOCUS, FOR EXAMPLE SYSTEM DESIGN OR STAKEHOLDER MANAGEMENT] - Time allotted: [TIME ALLOTTED IN MINUTES] - Key skills to probe: [LIST OF 3 TO 5 SKILLS] </inputs> <task> Build an interview kit with an opening script, 5 to 6 core questions tied to the listed skills, one follow up probe per question, and a closing script for candidate questions and next steps. </task> <constraints> Every question must map to a skill or responsibility, not to personality or background. Fit the whole kit inside the stated time allotment, noting suggested minutes per question. Keep language plain and avoid trick questions. </constraints> <format> Return sections: Opening script, Questions with follow ups and suggested minutes, Closing script. </format>

You are a behavioral interviewing expert who writes past behavior questions using the STAR method. <context> I need behavioral interview questions that dig into one specific competency for a role in our Greenhouse interview kit. </context> <inputs> - Competency: [COMPETENCY, FOR EXAMPLE HANDLING AMBIGUOUS PRIORITIES] - Role level: [ROLE LEVEL] - Number of questions needed: [NUMBER OF QUESTIONS] </inputs> <task> Write the requested number of behavioral questions that ask the candidate to describe a specific past situation related to the competency, plus two probing follow up questions per main question to get concrete detail on the action taken and the result. </task> <constraints> Questions must ask about actions and outcomes, not hypothetical opinions. Do not phrase any question in a way that could be answered by describing personal traits unrelated to work behavior, such as family situation or age related experience. </constraints> <format> Return a numbered list, each with a Main question line and two Follow up lines. </format>

You are a hiring manager designing a live role play exercise for a customer facing interview stage. <context> I am interviewing for a customer facing role and want a realistic role play scenario to test how the candidate actually handles a tough situation, not just how they describe handling one. </context> <inputs> - Role: [ROLE TITLE] - Type of customer interaction: [TYPE OF INTERACTION, FOR EXAMPLE ANGRY CUSTOMER ESCALATION] - Product or service context: [SHORT PRODUCT OR SERVICE DESCRIPTION] </inputs> <task> Write a role play scenario brief for the interviewer to act out as the customer, plus 3 observation points the interviewer should watch for during the exercise, tied to job relevant skills like de-escalation or clear communication. </task> <constraints> Keep the scenario realistic and specific to the product context given. Observation points must describe observable actions during the role play, not assumptions about the candidate's character. </constraints> <format> Return sections: Scenario brief for interviewer, Observation points, Suggested debrief question. </format>

You are a technical hiring manager preparing a deep dive interview to verify a candidate's claimed experience. <context> A candidate's resume lists a specific project or technology and I want to verify depth of experience in the interview rather than just confirming they used a buzzword. </context> <inputs> - Technology or project area: [TECHNOLOGY OR PROJECT AREA FROM RESUME] - Role level: [ROLE LEVEL] - Depth needed: [DEPTH NEEDED, FOR EXAMPLE ARCHITECTURE DECISIONS OR DEBUGGING APPROACH] </inputs> <task> Write 5 questions that go from general to specific, designed to reveal whether the candidate actually made key decisions or just touched the technology peripherally, plus one red flag answer pattern to watch for per question. </task> <constraints> Questions must be answerable through describing real work, not through reciting textbook definitions. Avoid trivia questions that test memorization over applied understanding. </constraints> <format> Return a numbered list of 5 items, each with Question and Red flag pattern lines. </format>

You are a recruiting coordinator organizing a multi person panel interview for a Greenhouse candidate. <context> We are running a panel interview with several people and I need to split up topics so panelists do not repeat the same questions. </context> <inputs> - Panelists and their focus areas: [LIST PANELISTS AND WHAT EACH SHOULD ASSESS] - Total interview length: [TOTAL LENGTH IN MINUTES] - Role: [ROLE TITLE] </inputs> <task> Create a run of show for the panel showing time blocks per panelist, 2 to 3 suggested questions per panelist tied to their assigned focus area, and a shared closing block for candidate questions. </task> <constraints> Keep total time within the stated length. Ensure no two panelists are assigned overlapping question topics. Questions must stay tied to the listed focus areas and job relevant skills. </constraints> <format> Return a run of show table: Time block, Panelist, Focus area, Suggested questions. </format>

You are a sourcing recruiter writing a personalized first outreach message to a passive candidate found on LinkedIn. <context> I found a strong passive candidate and want to send a short, specific message that does not read like a mass template. </context> <inputs> - Candidate background highlight: [SPECIFIC PROJECT OR EXPERIENCE FROM THEIR PROFILE] - Role we are hiring for: [ROLE TITLE] - Why this role might interest them: [SPECIFIC REASON TIED TO THEIR BACKGROUND] - Your name and company: [YOUR NAME AND COMPANY NAME] </inputs> <task> Write a short outreach message that references the specific background highlight, briefly explains the role, and ends with a low pressure call to action to have a short conversation. </task> <constraints> Keep it under 100 words. Do not mention age, career stage assumptions, or anything about the candidate beyond their stated professional background. Avoid generic flattery like impressive profile. </constraints> <format> Return the message as plain text ready to paste into LinkedIn or email. </format>

You are a recruiter writing candidate rejection emails after a final interview stage. <context> A candidate made it to a late interview stage but was not selected, and I want to send a respectful rejection that does not feel like a form letter but also does not overpromise feedback. </context> <inputs> - Candidate first name: [CANDIDATE FIRST NAME] - Role: [ROLE TITLE] - Stage reached: [STAGE REACHED, FOR EXAMPLE FINAL PANEL] - General reason category if shareable: [GENERAL REASON CATEGORY, FOR EXAMPLE ANOTHER CANDIDATE HAD MORE DIRECT EXPERIENCE IN X] </inputs> <task> Write a rejection email that thanks the candidate for their time, states clearly that they were not selected, offers the general reason category in a brief and kind way, and leaves the door open for future roles if appropriate. </task> <constraints> Keep it under 150 words. Do not promise specific detailed feedback beyond the general reason given. Do not use vague corporate phrases like we went in a different direction without the general reason attached. </constraints> <format> Return the email with a subject line and body. </format>

You are a recruiter managing candidate experience during the offer negotiation window. <context> An offer has been extended and I want to send a warm check in message to keep the candidate engaged while they decide, without sounding pushy. </context> <inputs> - Candidate first name: [CANDIDATE FIRST NAME] - Role: [ROLE TITLE] - Days since offer sent: [NUMBER OF DAYS SINCE OFFER SENT] - Any specific open question they raised: [OPEN QUESTION OR SAY NONE RAISED] </inputs> <task> Write a short check in message that references the timeline, offers to answer the open question if one exists, and reiterates genuine interest in having them join without applying pressure to decide immediately. </task> <constraints> Keep it under 90 words. Avoid urgency language like limited time offer. Keep tone warm and low pressure. </constraints> <format> Return the message as plain text. </format>

You are a recruiting coordinator sending interview scheduling details to a candidate through Greenhouse. <context> I need a scheduling email that gives the candidate every logistical detail so they show up prepared and on time. </context> <inputs> - Interview date and time with timezone: [DATE, TIME, TIMEZONE] - Format: [FORMAT, FOR EXAMPLE VIDEO CALL OR ONSITE ADDRESS] - Interviewers and their roles: [LIST INTERVIEWER NAMES AND ROLES] - What to prepare if anything: [WHAT CANDIDATE SHOULD PREPARE OR SAY NOTHING NEEDED] </inputs> <task> Write a scheduling email confirming the date, time, timezone, format, who they will meet and each person's role, and any preparation needed, plus a line inviting them to ask questions before the interview. </task> <constraints> Keep it under 130 words. State the timezone explicitly to avoid confusion. Do not omit any interviewer listed. </constraints> <format> Return the email with a subject line and body. </format>

You are a recruiter preparing a candidate summary to send a hiring manager before a final decision. <context> All interviews are complete and I need to send the hiring manager a clear summary pulling together scorecards and my own observations before they make the final call. </context> <inputs> - Candidate name: [CANDIDATE NAME] - Role: [ROLE TITLE] - Scorecard highlights across stages: [PASTE KEY SCORECARD HIGHLIGHTS FROM EACH STAGE] - Recruiter observations: [YOUR OWN NOTES ON COMMUNICATION DURING THE PROCESS, LOGISTICS, SALARY EXPECTATIONS] </inputs> <task> Write a summary for the hiring manager covering strengths observed across stages, any concerns raised by interviewers, and practical details like salary expectations and notice period. </task> <constraints> Keep it under 250 words. Base strengths and concerns only on the scorecard highlights given, not on outside assumptions. Keep practical details factual and separate from the assessment of ability. </constraints> <format> Return sections: Strengths, Concerns raised, Practical details. </format>

You are a sourcing specialist who builds Boolean search strings for LinkedIn and job boards. <context> I am sourcing candidates for an open role and need an effective Boolean search string to find qualified people who are not already in my Greenhouse pipeline. </context> <inputs> - Role and must have skills: [ROLE TITLE AND MUST HAVE SKILLS] - Nice to have skills: [NICE TO HAVE SKILLS] - Location constraint: [LOCATION CONSTRAINT OR SAY NONE] - Terms to exclude: [TERMS TO EXCLUDE, FOR EXAMPLE INTERN OR RECRUITER] </inputs> <task> Build a Boolean search string using AND, OR, and NOT operators combining the must have skills, relevant title synonyms, and exclusion terms, plus a shorter backup string in case the first returns too few results. </task> <constraints> Base every term on the skills and titles given, do not add assumptions about seniority signals like age related terms. Keep the string syntactically valid for LinkedIn search. </constraints> <format> Return two labeled strings: Primary search string, Backup search string, each with a one line explanation of what it targets. </format>

You are a recruiter writing a weekly pipeline update for a hiring manager or leadership stakeholder. <context> I need to send a short weekly update on where the Greenhouse pipeline stands for an open role, without it turning into a wall of numbers. </context> <inputs> - Role: [ROLE TITLE] - Current pipeline counts by stage: [COUNTS PER STAGE, FOR EXAMPLE APPLIED 40, SCREEN 8, ONSITE 3] - Notable movement this week: [WHAT CHANGED THIS WEEK] - Any blockers: [ANY BLOCKERS, FOR EXAMPLE SLOW INTERVIEWER AVAILABILITY] </inputs> <task> Write a short update summarizing pipeline health, what moved this week, and any blocker that needs stakeholder help, ending with a clear ask if one exists. </task> <constraints> Keep it under 150 words. Lead with the most important information, not a raw stage by stage count dump. State the ask plainly if there is one. </constraints> <format> Return the update as a short email with a subject line. </format>

You are a recruiting coordinator preparing a reusable debrief meeting agenda for hiring committees. <context> Our hiring committee debriefs run long and unfocused, and I want a tight agenda template to keep the conversation structured and fair to the candidate. </context> <inputs> - Role type this template is for: [ROLE TYPE, FOR EXAMPLE ENGINEERING OR SALES] - Typical number of interviewers per debrief: [NUMBER OF INTERVIEWERS] - Time allotted for debrief: [TIME ALLOTTED IN MINUTES] </inputs> <task> Create a debrief agenda with time boxed sections for reviewing scorecards, discussing disagreements, and reaching a decision, plus a short list of ground rules to keep the discussion focused on job related evidence. </task> <constraints> Fit the agenda within the stated time. Ground rules must explicitly steer discussion away from unverified impressions and toward specific scorecard evidence. </constraints> <format> Return sections: Agenda with time boxes, Ground rules. </format>

You are a recruiting operations analyst reviewing a hiring process for friction points. <context> Candidates are dropping out of our process at a higher rate than expected and I want to identify where the friction likely is before pulling detailed funnel data. </context> <inputs> - Full stage list in order: [LIST EVERY STAGE IN THE PROCESS IN ORDER] - Average days between stages: [AVERAGE DAYS BETWEEN EACH STAGE IF KNOWN] - Anecdotal complaints heard from candidates: [ANY FEEDBACK OR COMPLAINTS YOU HAVE HEARD] </inputs> <task> Review the stage list and timing, and identify the two or three most likely dropout points, explaining the probable reason for each based on the timing and anecdotal feedback given. </task> <constraints> Base conclusions only on the data and feedback provided, clearly mark anything as a hypothesis to verify rather than a confirmed cause. Suggest one concrete fix per identified dropout point. </constraints> <format> Return a numbered list of likely dropout points, each with Reason, Confidence, and Suggested fix. </format>

You are a recruiter preparing the intake kickoff meeting agenda with a hiring manager for a new requisition. <context> I am about to run an intake meeting with a hiring manager to align on the role before opening the requisition in Greenhouse, and I want to make sure I ask the right questions upfront. </context> <inputs> - Role: [ROLE TITLE] - Team: [TEAM NAME] - Known context so far: [ANYTHING ALREADY KNOWN ABOUT THE ROLE] </inputs> <task> Create a kickoff meeting agenda with questions covering must have versus nice to have skills, team dynamics and reporting line, interview stages and who will be involved, target timeline, and compensation band. </task> <constraints> Questions must stay focused on role requirements and process logistics. Include a specific question prompting the hiring manager to distinguish real requirements from personal preference. </constraints> <format> Return a numbered agenda with each question grouped under its topic heading. </format>

You are a recruiter conducting structured reference checks before finalizing an offer. <context> I am about to call a candidate's references and want a consistent set of job related questions instead of an unstructured chat. </context> <inputs> - Role: [ROLE TITLE] - Key skills to verify: [LIST 3 TO 5 SKILLS OR RESPONSIBILITIES TO VERIFY] - Relationship of the reference to the candidate: [REFERENCE RELATIONSHIP, FOR EXAMPLE FORMER MANAGER] </inputs> <task> Write 6 to 8 reference check questions that verify the listed skills and past performance, including at least one question asking the reference to describe a specific example. </task> <constraints> Questions must focus strictly on work performance and job related skills. Do not include questions about the candidate's personal life, health, family status, or anything unrelated to their ability to do the job. </constraints> <format> Return a numbered list of questions grouped under the skill each one verifies. </format>

You are a recruiter documenting reference check outcomes for the hiring file. <context> I completed two reference calls and have rough notes I need turned into a clear summary for the hiring manager before the final offer decision. </context> <inputs> - Reference 1 raw notes: [PASTE RAW NOTES FROM REFERENCE CALL 1] - Reference 2 raw notes: [PASTE RAW NOTES FROM REFERENCE CALL 2] - Role: [ROLE TITLE] </inputs> <task> Summarize both reference calls into consistent themes, noting where the two references agree and where they differ, focused on job performance and skills relevant to the role. </task> <constraints> Only use information present in the notes. Do not speculate about anything the references did not actually say. Keep the summary under 200 words. </constraints> <format> Return sections: Consistent themes, Points of difference, Overall signal. </format>

You are a recruiter preparing a plain language summary to send alongside a formal Greenhouse generated offer letter. <context> The formal offer letter is dense legal language, and I want to send a short friendly summary in the same email so the candidate quickly understands the key terms. </context> <inputs> - Candidate first name: [CANDIDATE FIRST NAME] - Role and start date: [ROLE TITLE AND START DATE] - Compensation summary: [BASE SALARY, BONUS, EQUITY IF ANY] - Key benefits to highlight: [KEY BENEFITS TO HIGHLIGHT] </inputs> <task> Write a short, warm summary highlighting the role, start date, compensation, and one or two standout benefits, directing the candidate to review the full formal offer letter attached for complete terms. </task> <constraints> Keep it under 120 words. Do not restate every legal clause, this is a friendly summary, not a substitute for the formal letter. Make clear the attached document is the official offer. </constraints> <format> Return the email with a subject line and body. </format>

You are an HR coordinator preparing the pre boarding checklist between offer acceptance and the new hire's first day. <context> A candidate just accepted an offer in Greenhouse and I need a checklist of everything that has to happen before their first day. </context> <inputs> - Role and department: [ROLE TITLE AND DEPARTMENT] - Start date: [START DATE] - Equipment or access needed: [EQUIPMENT OR SYSTEM ACCESS NEEDED, FOR EXAMPLE LAPTOP, EMAIL, BADGE] - Paperwork required: [PAPERWORK REQUIRED, FOR EXAMPLE TAX FORMS, ID VERIFICATION] </inputs> <task> Create a pre boarding checklist with tasks grouped by owner such as recruiter, IT, and manager, each with a suggested deadline relative to the start date. </task> <constraints> Every task must have a clear owner and a deadline expressed as days before or on the start date. Do not include tasks unrelated to the inputs given. </constraints> <format> Return a table: Task, Owner, Deadline relative to start date. </format>

You are a hiring manager writing a warm welcome message to send a new hire the week before their first day. <context> A new hire accepted the offer and starts next week, and I want to send a personal note ahead of the generic onboarding emails from HR. </context> <inputs> - New hire first name: [NEW HIRE FIRST NAME] - Role and team: [ROLE TITLE AND TEAM NAME] - One specific thing they will work on first: [FIRST PROJECT OR TASK] - Practical first day detail: [FIRST DAY DETAIL, FOR EXAMPLE TIME AND LOCATION OR VIDEO LINK] </inputs> <task> Write a short, genuine welcome message expressing enthusiasm about them joining, mentioning the specific first project so it feels personal, and confirming the practical first day detail. </task> <constraints> Keep it under 100 words. Keep the tone personal and specific, not a copy of a corporate template. Do not repeat compensation or legal terms already covered in the offer letter. </constraints> <format> Return the message as plain text ready to send by email. </format>