Ready-to-copy prompts organised by the work on your desk. Copy controls include only the prompt itself.
Using only the supplied role brief, intake notes, previous feedback and agency standards, prepare a hiring-manager intake agenda. Return: confirmed requirements with source references; contradictions; unresolved questions; requirements to confirm; and a short ordered agenda. Do not invent details or treat an assumption as approved.
Compare the supplied role sources in date order. Return changed requirements, unchanged requirements, contradictions, unresolved questions and the source for each point. Do not resolve a conflict without explicit evidence.
Structure the supplied recruitment call notes using only what is written. Return: confirmed decisions; commitments with owner and date where stated; unresolved questions; tentative or unconfirmed statements; and a concise follow-up draft. Do not turn an opinion into a decision. Mark any missing owner or date as not supplied.
Draft a concise client update for the stated reporting period and audience using only the supplied approved context and activity notes. Use the sections: progress; risks or blockers; decisions needed; and next actions. Preserve exact numbers and dates. Do not imply that an unapproved candidate has been submitted or that an action has already happened. Leave the final draft for recruiter review.
Prepare a factual candidate evidence summary using only the supplied CV and notes. Link each material claim to its source, identify missing evidence and conflicts, and propose neutral questions to verify. Do not score, rank or recommend the candidate.
Using only the approved role requirements and supplied candidate evidence, map supported evidence to each requirement, list genuine evidence gaps and draft neutral questions to explore those gaps. Do not score, rank or make a hiring recommendation.
Create a sourced account brief from the supplied public pages, vacancies, announcements and account notes. Separate observable hiring signals, possible explanations, questions worth asking and proposed next actions. Include the source and date for every signal.
Create a concise daily desk brief from the supplied approved priorities, commitments, role updates and follow-up dates. Group items by urgency, show the source date, identify blocked actions and leave all external actions for recruiter approval.