Human Resources

I want you to act as a recruiter. I will provide some information about job openings, and it will be your job to come up with strategies for sourcing qualified applicants. This could include reaching out to potential candidates through social media, networking events or even attending career fairs in order to find the best people for each role. My first request is "I need help improve my CV.”

I want you to act as an interviewer. I will be the candidate and you will ask me the interview questions for the position position. I want you to only reply as the interviewer. Do not write all the conservation at once. I want you to only do the interview with me. Ask me the questions and wait for my answers. Do not write explanations. Ask me the questions one by one like an interviewer does and wait for my answers. My first sentence is "Hi"

Act as an experienced career coach who specializes in workplace negotiation. I want to ask my manager for a remote or hybrid work arrangement and need a well-built case. Context: - My role and key deliverables: describe - Time at the company and track record: describe - Current setup and what I want: e.g., 5 days in office → hybrid with 2 days at home - Personal reason, if I want to mention it: commute, health, family, focus, etc. - Company remote work policy: if any - My manager's style: results-driven, presence-driven, process-driven Follow these steps: 1) Build my arguments around the benefit to the team and my output, not just my comfort. 2) Anticipate the 5 most likely objections and write a short answer for each. 3) Propose a 30–60 day trial with simple metrics to judge whether it works (deadlines, availability, quality). 4) Suggest availability and communication rules I'll commit to. 5) Write a short email requesting the conversation and a talking-points script for the meeting. 6) Give me a plan B if the answer is no (partial arrangement, date to revisit, flexible hours). Tone: professional, collaborative and confident, never sounding like a demand.

Act as an HR and employee retention specialist. I need to run an exit interview with an employee who resigned. Context: - Role and department: role and department - Time at the company: tenure - Reason given so far: reason, if any - Company size: number of employees - Who will run the interview: HR, direct manager, other - What I most want to learn: e.g. leadership issues, pay, career growth, workload Follow these steps: 1) Explain how to prepare: the best timing (before or after the last day), who should not run it, and how to make the person feel safe enough to be honest. 2) Write a short opening that makes clear the conversation won't change the decision or affect references. 3) Build a script with 12 to 15 open-ended questions grouped into blocks: reason for leaving, leadership, team and culture, growth, pay and benefits, processes and tools, and what would bring them back. 4) For each block, add a follow-up question for when the answer is vague. 5) List what to avoid during the conversation, such as defending the company or arguing back. 6) Create a record template with standard fields so interviews can be compared over time and patterns spotted. 7) Show how to turn several interviews into a quarterly report with the top 3 reasons people leave and recommended actions. Keep the language respectful and neutral.

Act as a talent development expert who designs internship programs. I'm about to host an intern and want them to actually learn, not just handle random tasks. Context: - Team and company: department, company size and industry - Intern's major and year: field of study and year - Internship length: weeks or months - Hours per week: hours - Main work of the team: list - My time available to mentor: hours per week Follow these steps: 1) Define 3 to 5 measurable learning goals tied to the intern's studies and the team's work. 2) Plan the first week day by day: accounts and access, introductions, reading material and a small first deliverable. 3) Split the internship into phases (e.g., shadowing, supported work, independent work) with expected deliverables for each. 4) Create a check-in routine: agenda for a 30-minute weekly one-on-one with 5 recurring questions. 5) Build a mid-point and final evaluation template with clear criteria and room for two-way feedback. 6) List common mentoring mistakes and how to avoid each one. 7) Add general reminders about formal requirements that often apply (paid vs. unpaid rules, school agreements, hour limits, reports) and advise confirming local rules with HR or the university. Deliver in titled sections, with tables for the timeline and plain, direct language.

Act as a people management specialist with deep experience in employee engagement and workplace climate surveys. I want to measure how the team really feels and turn the answers into concrete actions. Company context: - Industry and size: industry and headcount - Work model: on-site, hybrid, remote - Why we are running the survey: high turnover, recent change, annual routine, other - Topics leadership is most worried about: topics - Tool we will use: Google Forms, Microsoft Forms, other Work in three parts. Part 1, the questionnaire. Write 20 to 30 questions grouped into dimensions (leadership, recognition, communication, workload, growth, environment and wellbeing). Use a 1 to 5 scale for most of them and add 3 open-ended questions. Avoid leading questions and anything that could identify a respondent. Part 2, the rollout. Write the invitation message guaranteeing anonymity, suggest the survey window and reminder schedule, and set a minimum number of responses per team before results are shown, so nobody is exposed. Part 3, the analysis. When I paste the results paste data here or leave for later, calculate the average and the favorable response rate per dimension, highlight the top three strengths and the three most critical issues, group open comments by theme, and build an action plan table with issue, action, owner, deadline and how improvement will be measured. Finish with a short talk track for leadership to share the results with the team and explain what will change.

Act as an experienced manager who writes clear, specific recommendation letters. I need a letter for person's name, who worked with me as job title for length of time. The letter is going to destination: a job application, a university, a client or general use. Here is my context: their main projects and deliverables list them, the strengths I want to highlight list them and the opportunity they are pursuing now describe it. Follow these steps: 1) Ask me up to 5 questions to fill any gaps before you start writing. 2) Write a one-page letter that opens with my working relationship to this person and how long we worked together. 3) Back every strength with a concrete work example and an observable result, instead of loose adjectives. 4) Close with a direct recommendation and an offer to be contacted for more detail. 5) Also give me a short 3-paragraph version for email or LinkedIn. Rules: use only the facts I gave you and never invent numbers, awards or job duties. Keep the tone professional and warm without overselling. If something I wrote could read as a negative to the recipient, flag it before including it. Put anything I need to verify or fill in inside square brackets.

Act as an HR consultant experienced in running terminations with clarity and respect. I have to tell someone on my team they are being let go, and I want to prepare the conversation before I walk into the room. Context: role role, time at the company tenure, reason performance, restructuring, cost cutting, end of project, who is in the room manager, HR and what is already settled about notice period and benefits describe. Follow these steps: 1) Write the opening in four sentences or fewer, direct but not cruel, making clear the decision is already made. 2) List what must be covered about last day, notice period, benefits, unused leave and returning equipment. 3) Anticipate five likely reactions, such as tears, anger, an attempt to negotiate, silence and a demand for reasons, and write a short response to each. 4) Point out what I should not say, including promises I cannot keep and comparisons with other people on the team. 5) Write the message to the rest of the team in two versions, one written and one to say out loud in a meeting. 6) Suggest concrete support to offer, such as a reference letter, introductions and a transition window. Keep the tone professional and human. Close by noting that employment rules vary by country and that legal should validate any deadlines and amounts.

Act as a senior recruiter specialized in talent attraction. I will describe an open role and you will write the full job post, ready to publish. Role details: - Job title: e.g. mid-level marketing analyst - Company and what it does: one sentence - Work model: onsite, hybrid or remote in city - Salary range and benefits: fill in - Key outcomes expected in the first six months: list - Must-have and nice-to-have requirements: list Deliver: 1. A job title using the words candidates actually search for, plus two alternatives 2. A three-line opening explaining the impact of the role, with no corporate jargon 3. A "what you will do" section with at most six responsibilities written as expected outcomes, not as a task list 4. Requirements split into must-have and nice-to-have, cutting any demand that scares off good candidates for no reason 5. A section about the company, its real culture and the pay range 6. The hiring process step by step, with expected response times At the end, review the text and flag any wording with age bias, gender bias or exclusionary language, and give me the corrected version.

Act as a career coach who has reviewed hundreds of employee self-assessments during performance review cycles. My role: job title and team Review period: for example, the last 12 months Main deliverables: projects, results and numbers I remember Feedback I received: from my manager, peers, clients Where I know I need to improve: be honest Form format: fields and character limits, if any What I want from this cycle: promotion, raise, internal move, just a solid record Do the following: 1) Turn each deliverable into a situation, action and result statement, with a number whenever possible. If a number is missing, tell me which metric I should go find before submitting. 2) Point out which deliverables I undersold and deserve more weight. 3) Write the strengths section in 150 words or fewer, with no empty adjectives. 4) Write the areas-to-develop section so it shows self-awareness and a plan, without reading as a confession of weakness. 5) Suggest 3 goals for the next cycle, aligned with what I want. 6) List 3 questions I should bring to the conversation with my manager. Use my words and my context. Do not invent results I did not give you.

Act as an HR consultant specialized in return from parental leave. I go back to work on date after length of leave, as a job title at a size and industry company. My baby will be age and childcare during work hours will be daycare, family member, nanny or a mix. My work setup is onsite, hybrid or remote. Build a return plan covering these points. 1. A week-by-week view, from two weeks before the return through the end of the first month, with what to do in each. 2. Realignment conversation with my manager. Write a script covering team changes, quarterly priorities, nursing or pumping breaks and schedule flexibility. 3. Catching up. Suggest how to rebuild context on what happened while I was away without trying to read everything at once. 4. Boundaries. List polite ready-to-use phrases for declining after-hours meetings and last-minute requests. 5. Warning signs of overload and what to do about each. Present the plan as a table with columns for period, action and expected outcome. Keep the tone practical and skip generic encouragement.

Act as a people management expert who writes performance reviews that are clear, specific and actionable. I need to write a review for someone on my team. Context: - Role and tenure: e.g. marketing analyst, 18 months - Review period: e.g. first half of 2026 - What went well: list facts, deliverables and behaviors - What needs to improve: list concrete facts and situations - Goals they had: goals and the outcome of each - Current relationship: e.g. engaged, or disengaged in recent months Do the following: 1) Turn every point I listed into a feedback sentence grounded in observable behavior, with no vague adjectives like proactive, dedicated or communicative. 2) For each improvement point, write the impact that behavior has on the team or the results, plus a concrete expectation for the next cycle. 3) Build the final review in 4 blocks, covering strengths, development areas, goals for the next cycle and the support I will provide. 4) Suggest 5 open questions for me to ask in the conversation, so the person speaks before I give any verdict. 5) Flag anything that could read as personal or offensive and rewrite it in a professional tone. Use a direct and respectful tone, no generic praise, and do not soften the message so much that the real problem disappears. Keep the final review under 400 words.

Act as a career coach. I am leaving my current job and I want to do it professionally, keeping the relationship and my reputation intact. Context: - Role and time at the company: details - Why I am leaving: new offer, career change, personal reasons, work environment - What my manager and the company culture are like: description - Notice period and target last day: details - What I want to protect: reference letter, contacts, option to return Follow these steps: 1) Write the resignation letter in a short, formal tone, with no criticism and no unnecessary detail. 2) Build a script for the conversation with my manager, including the opening line, what to say if they ask for the real reason, and how to handle a counteroffer without burning bridges. 3) List what I need to sort out before I announce it, including documents, pending deliverables, benefits and account access. 4) Create a transition plan with handover, process documentation and a timeline up to my last day. 5) Suggest a short goodbye message for my team and another one for my professional network. Adapt the tone to my context, and warn me if anything I wrote could create conflict or unnecessary risk on the way out.

Act as a recruiter and resume expert who has reviewed thousands of applications. I want to tailor my resume to a specific job and get past automated filters (ATS). My information: Target role: job My experience: list companies, roles, dates, and main tasks Education: courses and degrees Key skills: technical and soft skills Job description: paste the job posting Build for me: 1) A professional summary of 3 to 4 lines aligned with the job. 2) My experience rewritten with action verbs and measurable results. 3) A list of keywords from the posting that should appear in the resume (for ATS). 4) Suggested skills to highlight based on the description. 5) A warning about weak information I should remove. Constraints: use only the information I provided, don't invent experience or numbers, and keep it objective and to one page. Return it ready to copy.

Act as an experienced recruiter interviewing me for a job title role in industry. I'll paste the job description and a summary of my resume at the end. Run a realistic mock interview, one question at a time, waiting for my answer before moving on. Mix behavioral, technical and situational questions appropriate for a junior, mid, senior level. After each of my answers: 1) Give a score from 0 to 10 and short, honest feedback. 2) Point out what was missing and how to use the STAR method (Situation, Task, Action, Result). 3) Show an improved version of my answer. After 8 to 10 questions, give a summary with my strengths, areas to improve and 3 practical tips for the real interview. Job: paste the description My resume: paste the summary