Productivity
Collections
Hand-picked prompts for a role, with guides and FAQs.
Sourcing Outreach — A Recruiter Message Candidates Answer
Write a short, specific outreach message to a passive candidate, with follow-ups, that says why you picked them and what the job pays without sounding like a template.
Boolean Search String — Find Candidates on LinkedIn and Google
Build a Boolean search string for sourcing candidates, with title variations, skill groups, a broader and a narrower version, and what each part does.
Phone Screen Script — The Same Questions for Every Candidate
Get a phone screen script you can run the same way with every candidate: an opening, questions tied to the must-haves, logistics checks, notes and clear pass or decline criteria.
Interview Questions by Competency — With Follow-Ups and Answer Guides
Get behavioral and situational interview questions for each competency you're hiring for, with follow-up probes and what strong and weak answers sound like.
Interview Scorecard — A Rubric Interviewers Fill In Before They Talk
Build an interview scorecard with anchored ratings for each competency, an evidence box, an interviewer assignment map and instructions that keep scores independent.
Hiring Debrief — A Decision Based on Evidence, Not Vibes
Turn the panel's scorecards and notes into an evidence summary for the debrief: where interviewers agree and disagree, what wasn't tested, the risks and the questions left to answer.
Reference Check — Questions That Get Honest Answers
Prepare a reference call that gets specific, useful answers: an opening script, questions aimed at the open risks, follow-ups, how to read hedging and a notes template.
Offer Letter — Clear Terms, Warm Tone, Nothing Invented
Draft an offer letter and the call to deliver it: clear pay and terms in plain language, placeholders for anything missing, and the clauses to check with employment counsel.
Candidate Rejection Email — Kind, Clear and Final
Write a rejection email that respects the candidate's time: clear in the first line, kind, short, with optional feedback and nothing that creates legal risk.
30-60-90 Day Onboarding Plan — What a New Hire Learns and Delivers
Build a 30-60-90 day plan for a new hire: what to set up before day one, the first week, goals for each month, people to meet, check-ins and early warning signs.
New Hire Welcome — Pre-Start Email and First-Week Schedule
Write the welcome email a new hire gets before they start, plus a first-week schedule, a what-to-bring list and the manager's to-do list for the week.
Performance Review Writer — Specific, Fair and Backed by Examples
Turn your notes into a performance review built on examples: results, strengths, growth areas with support, next-period goals and a check for vague or biased wording.
Employee Goals — SMART Goals Tied to What the Team Needs
Write a handful of measurable goals for an employee, each tied to a team priority, with a development goal and questions for the mid-period check-in.
One-on-One Agenda — Better Meetings With Your Direct Report
Plan a one-on-one meeting that isn't a status update: an agenda with their topics first, open questions, what to do when they bring a problem, and a follow-up note.
Performance Improvement Plan — Clear Expectations and Real Support
Draft a performance improvement plan built on facts: the gaps with examples, measurable expectations, the support offered, check-ins, possible outcomes and the meeting script.
Difficult Conversation Prep — Say the Hard Thing Clearly and Kindly
Prepare for a hard conversation at work: the one-sentence message, how to open, what to say, likely reactions and how to answer them, and how to close with a next step.
Team Conflict Mediation — A Plan to Resolve a Dispute Between Two People
Plan how to mediate a conflict between two team members: what's really at stake for each, separate conversations, a joint meeting agenda, ground rules and a written agreement.
HR Policy Draft — A Plain-Language Policy for Your Handbook
Draft an employee handbook policy in plain language: purpose, who it covers, the rules, how to ask or report, and the points to check with employment counsel for your locations.
Change Announcement — Tell Employees About a Change Without Spin
Announce a change at work clearly: what's changing and when, why, what it means for people, an FAQ with the hard questions, and talking points for managers.
Engagement Survey — Questions That Lead to Action
Design an employee engagement survey you can act on: rating questions grouped by theme, a few open questions, honest wording about anonymity, and a plan for sharing results.
Survey Results — From Scores and Comments to an Action Plan
Turn engagement survey scores and comments into a short action plan: strengths, the biggest issues with evidence, comment themes, a few owned actions and the message back to staff.
Exit Interview — Questions and a Summary You Can Act On
Run an exit interview that gets useful answers: questions and follow-ups, what to do if serious issues come up, and a summary template for spotting patterns across leavers.
Brain Dump to Action Plan
Turn messy thoughts, notes, worries, and tasks into a clear, prioritized action plan with projects, quick wins, decisions, and next steps.
Stress-Test My Idea
Challenge any idea, plan, or strategy by uncovering weak assumptions, hidden risks, counterarguments, and ways to make it stronger before you commit.