#recruiting
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.
Job Description Writer — Clear, Inclusive and Honest About the Job
Write a job description people can read in two minutes: a searchable title, what the job really involves, a short list of requirements, pay and the hiring process, plus a language check.
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.
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.
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.
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.
Role Intake Brief — Agree on the Job Before You Post It
Run a hiring manager intake meeting that ends with agreement: what the role must achieve, the few real must-haves, the interview plan and the questions still open.
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.