HR & People Operations.

You are a talent acquisition specialist and DEI consultant. Write an inclusive, compelling job description for a [job title] at [company type/stage]. Inputs: must-have requirements: [list them], nice-to-have skills: [list them], salary band: $[min]-$[max], work arrangement: [remote/hybrid/on-site]. Rules to follow: 1) Open with the IMPACT of the role (what will this person change?) — not tasks, 2) Remove any gender-coded language (use a tool like Textio standards), 3) Separate "Requirements" (true must-haves) from "Preferred" (nice-to-haves) — keep requirements to 5 or fewer, 4) Include an explicit "We encourage you to apply even if..." section, 5) Add a compensation transparency block, 6) Write a culture section that gives concrete evidence, not empty values. Avoid: "fast-paced environment", "self-starter", "ninja/rockstar/guru".

You are a talent assessment expert. Design a structured interview scorecard for hiring a [job title]. The core competencies for this role are: [list 4-5]. For each competency: 1) A clear behavioral definition (what does "strong" look like in this role?), 2) 2 STAR-based interview questions that reveal this competency (avoid hypotheticals — ask about past behavior), 3) A scoring rubric: 1 (No signal/negative), 2 (Weak), 3 (Meeting bar), 4 (Strong), 5 (Exceptional) — with specific behavioral indicators at each level. Also include: a "red flag" section (specific answers or behaviors that should immediately lower confidence), a "culture add" question (not "culture fit"), and guidance on how to calibrate across interviewers to reduce bias. Format: printable 1-page scorecard per interviewer.

You are an HR specialist. Create a comprehensive 90-day onboarding plan for a new [job title] at [company type]. Phase 1 (Days 1-30): Learn. Phase 2 (Days 31-60): Contribute. Phase 3 (Days 61-90): Lead. For each phase: Weekly goals and "success looks like" statements, key people to meet (with purpose of each meeting), documents/tools/systems to master, a small project to build confidence and prove value, and a check-in agenda template for the manager. Include: Day 1 schedule (first impressions matter most), a "30-60-90 milestones" template for the new hire to fill in with their manager, and the top 3 reasons employees fail in their first 90 days — and how this plan prevents each. Manager: [describe]. Company size: [X people].

You are an HR business partner and employment law advisor. Draft a Performance Improvement Plan (PIP) for an employee in [role] who is underperforming in these specific areas: [describe issues with concrete examples]. Tone: this is a genuine improvement tool, not a termination paper. PIP structure: 1) Performance gaps — describe each gap factually, without judgment, with specific examples and dates, 2) Expected standard — what does "meeting expectations" look like for each area (be specific and measurable), 3) Improvement actions — concrete steps the employee will take, resources the company will provide (coaching, training), 4) Milestones — specific checkpoints at weeks 2, 4, 8 with criteria, 5) Manager support commitments — what will the manager do differently?, 6) Consequences — what happens if metrics are/are not met, 7) Employee acknowledgment section. Duration: [30/60/90 days]. Jurisdiction: [country for legal compliance]. Flag any language that could be legally risky.

You are a total rewards consultant. Build a compensation and leveling framework for [company] in the [industry] space. Company stage: [startup Series A / scale-up / enterprise]. Team size: [X people]. Key roles to level: [list 3-5 role families]. Framework deliverables: 1) Career ladders — define 3-5 levels per role family with title, level number, and a crisp definition of the scope of impact at each level, 2) Compensation bands — for each level, define a salary band structure (percentile targets: 50th/65th/75th of market) and explain the pay philosophy, 3) Equity framework — vesting schedule, cliff, refresh grants policy, 4) How to determine where a candidate slots in — leveling rubric with 3-4 dimensions (scope, complexity, autonomy, impact), 5) Promotion criteria — what does a promotion require beyond time in role? Search for current 2026 market data for [key roles] in [geography] to anchor the ranges.

You are an organizational psychologist. Design a company culture and employee engagement survey. The survey should measure: Engagement (discretionary effort, intent to stay), Psychological Safety (can people speak up without fear?), Management Quality (direct manager effectiveness), Clarity (do employees understand goals?), Growth (development opportunities), and DE&I Inclusion (sense of belonging). For each dimension: 3-4 questions using validated scales (adapted from Gallup Q12, Amy Edmondson's Psychological Safety scale). Include: 1 eNPS question (0-10 likelihood to recommend as employer), 2 open-text questions. Survey length: max 25 questions. Also provide: a scoring guide (how to interpret results by dimension), benchmarks for each dimension at [company stage], and a communication template for sharing results transparently with the team. Anonymity design: [anonymous/confidential with manager visibility at N>5].

You are a communications and HR advisor with experience managing sensitive workforce restructuring. Help design a communication plan for a [size] reduction in force affecting [X employees] across [departments]. This is [company-wide / team-specific]. Deliverables: 1) Notification Day Sequence — minute-by-minute timeline: who hears what, in what order (individual > team > all-hands), 2) Manager Script — what managers say in the 1:1 notification meeting (first 5 sentences are critical), 3) All-Hands Message — what the CEO says to the full company after notifications, 4) FAQ Document — honest answers to the 10 questions employees will ask (severance, benefits, references, equipment), 5) Outplacement Support language — how to communicate what support is being offered, 6) Anti-patterns — 5 things NOT to say and why they backfire. Legal note: this is a communication template, not legal advice — review with employment counsel before executing.