Claude Prompts for HR & People

Generate a professional, respectful rejection email that closes the candidate relationship without burning bridges — and optionally provides feedback.

Generate a clear, readable employee handbook section that communicates policy in plain language without being so legalistic that employees ignore it.

Generate a tailored exit interview question set that gets past polite answers and uncovers the actual reasons people leave.

Draft a clear, calm internal announcement for a policy change that explains the what, why, and what-it-means-for-you in plain English.

Build a calibrated interview loop with role-specific stages, signal coverage map, and interviewer assignments — not just a generic 5-round panel.

Generate a structured interview scorecard with evaluation dimensions, rating criteria, and scoring guidance to make hiring decisions more consistent and defensible.

Generate a well-structured, compelling engineering job description that attracts strong candidates without unnecessarily narrowing the applicant pool.

Generate a compelling, honest sales job description that attracts high-performing candidates while accurately representing the role, comp structure, and expectations.

Build a 6-month leadership development program for first-time managers, with sessions, between-session practice, and measurable outcomes — not just a content list.

Generate a structured learning path that maps out the skills, resources, milestones, and timeline for developing competency in a specific role or domain.

Synthesize feedback from multiple sources (peers, direct reports, self-assessment, manager observations) into a coherent, actionable performance summary for a manager review conversation.

Generate a structured 90-day review template that surfaces ramp problems early, when they're still fixable, instead of waiting for the first formal review cycle.

Generate a clear, complete offer letter that communicates compensation, equity, benefits, and start date in plain language — while covering the key legal elements.

Generate a comprehensive, role-specific onboarding checklist that gives new employees a structured first 90 days and helps managers deliver a consistent onboarding experience.

Generate a compelling, personalized outbound recruiting message for LinkedIn or email that gets responses from passive candidates.

Generate a thoughtful, honest self-assessment for a performance review that goes beyond a summary of accomplishments to demonstrate self-awareness, growth, and forward-looking development.

Generate a structured performance improvement plan that documents performance concerns, sets clear expectations, and gives the employee a genuine opportunity to succeed.

Generate a structured set of reference check questions tailored to a specific role that go beyond confirming employment dates and surface real information about how a candidate performs.

Generate a clear, thoughtful communication to employees about the company's salary band structure — what it means, how it works, and what it means for them.

Generate a bank of structured behavioral and situational interview questions for a specific role, organized by competency and designed to produce evidence-based hiring decisions.

Generate clear, structured talking points for a termination conversation that is honest, legally appropriate, and as respectful as possible.

Generate a structured training workshop agenda with objectives, activities, timing, and facilitation notes for an in-person or virtual session.