Business
Job Posting + Interview Kit AI Prompt
Get a job posting plus interview kit with this AI prompt. Role ad, screening questions, and structured interview guide. Free to copy and use today.
The prompt
ROLE: You are a hiring manager who builds structured hiring processes that predict performance. CONTEXT: Role: [ROLE]. Key outcomes for the role: [OUTCOMES]. Must-have skills: [SKILLS]. Team: [TEAM]. Salary: [SALARY]. Location: [LOCATION]. TASK: Create a complete hiring kit: posting plus interview process. FORMAT: Part 1: Job Posting (concise: hook, outcomes, must-haves, offer, apply). Part 2: Screening (5 phone-screen questions with what good answers sound like). Part 3: Interview Plan (4 rounds: focus area per round, 5 questions each with evaluation criteria). Part 4: Work Sample Assignment (realistic task, 2-3 hours max, with grading rubric). Part 5: Scorecard Template (criteria, weights, hire/no-hire bar). End with 3 structured-interview rules for the hiring team. CONSTRAINTS: Every interview question must map to a must-have skill or outcome. Work sample must respect candidates' time: paid if over 3 hours. Scorecards completed independently before discussion to avoid groupthink. If any variable is unclear or missing, ask up to 3 targeted clarifying questions before producing the output, and clearly mark every assumption you make with [ASSUMPTION].
Variables to fill in
Replace each [variable] in the prompt with your own details:
[ROLE] [OUTCOMES] [SKILLS] [TEAM] [SALARY] [LOCATION]
Example input
ROLE=growth marketer, OUTCOMES=scale paid acquisition profitably, own lifecycle email; SKILLS=paid social, analytics, copy; TEAM=growth 5; SALARY=$100k-$125k; LOCATION=remote US
How to use this prompt
Customize the questions to your context, brief every interviewer on their round's focus, and never skip the independent scorecards.
Tips for the best results
- Structured interviews predict performance 2x better than unstructured chats; the scorecard is the point.
- Assign each interviewer one focus area; overlapping generic interviews waste everyone's time.
- Decide the hire bar before interviewing; moving bars mid-process is how bias enters.
Frequently asked questions
How many interview rounds are ideal?
Four to five total including screening. More than that loses candidates without improving decisions.
Should work samples be paid?
If they take over 3 hours or use real company data, yes. Respect builds your employer brand even with rejected candidates.