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"

ÇARPICI RENKLER, BENZERSİZ MODELLER

Act as a senior headhunter specializing in technical and executive recruiting. I will paste below (1) my current resume and (2) the job description I am applying for. Current resume: PASTE_YOUR_RESUME Target job: PASTE_JOB_DESCRIPTION Rewrite my resume following this exact process: 1. Identify the 5 to 8 critical keywords from the job description (hard skills, tools, certifications, expected metrics). 2. Map each keyword to real experiences in my resume. Never invent anything. 3. Rewrite every bullet using this formula: past-tense action verb + what I did + how I did it + result quantified as a number, percentage, or time. 4. Reorder the experience section so the most aligned roles appear at the top, even if they are not the most recent. 5. Rewrite the top professional summary in 4 lines or less, positioning my trajectory toward this specific role. 6. Output the final resume ready to copy, followed by an "Editorial decisions" section explaining what was cut, what was highlighted, and why. Tone: professional, direct, no HR clichés like "proactive", "team player", or "results-driven".

Act as an executive coach specialized in management communication, trained in Nonviolent Communication, the SBI model (Situation, Behavior, Impact), and Radical Candor. I'm about to have a difficult conversation with someone on my team and need to prepare the script. Conversation context: - My role and relationship to the person: my_relationship - Situation that needs to be addressed: situation - Specific behavior observed: behavior - Impact on the team, project, or client: impact - Previous attempts to address it (if any): previous_attempts - Desired outcome of the conversation: outcome Deliver a plan in 6 parts: 1) Opening (1 to 2 minutes): how to open without triggering defensiveness, signaling constructive intent. 2) Feedback using SBI: a concrete sentence with situation, behavior, and impact, without labels or character interpretations. 3) Listening space: 3 open questions to understand their perspective before moving forward. 4) Action agreement: how to propose next steps collaboratively, including deadlines and observable metrics. 5) Possible hard reactions (denial, tears, anger, silence) and how to respond to each without losing composure. 6) Post-meeting documentation: what to record and in which channel. Use a direct yet empathetic tone at the same time. Avoid cold corporate language or euphemisms that strip clarity from the message. Include a literal 4 to 6 sentence script for the opening, that I can adapt.

Act as a Chief People Officer with experience building onboarding programs that cut new-hire turnover by more than 40% in the first 6 months. Your task is to design a complete 90-day onboarding plan for the following role and context: Role: role Seniority: junior, mid, senior, leadership Work mode: on-site, hybrid, remote Industry: industry Direct team size: size Key stakeholders: e.g. product, sales, data Hire success metric: e.g. first autonomous shipping, first closed deal Follow these steps: 1) Define 3 milestones per phase: 30 days (learn), 60 days (contribute), 90 days (own). For each milestone, write a measurable success criterion. 2) Detail week 1 day by day: tech setup, 1:1 meetings and with whom, reading materials, first small deliverable. 3) Lay out weeks 2 through 4 with weekly theme, weekly objective, and 1 concrete deliverable per week. 4) List recurring rituals: weekly check-in with the manager (10 guiding questions), buddy assignment for cultural questions, and formal reviews at days 30, 60, and 90. 5) Include 5 early warning signs that the onboarding is going off the rails and what to do in each case. Present as a timeline table plus a script for the 3 formal reviews with ready-to-use manager questions.

Act as a career coach and salary negotiation expert with 15 years of experience, with deep knowledge of the job market and research-based negotiation tactics. Build a personalized and detailed script for me to negotiate my salary, with solid arguments, responses to common objections, and professional language that doesn't come across as aggressive. My situation: - Current role and tenure: role_and_tenure - Current salary: current_salary - Target salary and market range, if I know it: target_salary - Negotiation type (raise, new hire, counter-offer): negotiation_type - Achievements and measurable results from the last 12 months: achievements - Who is the decision maker and their style (technical, financial, relational): decision_maker Deliver the script structured in: 1) Conversation opening, in 1 or 2 paragraphs 2) Achievements presented in STAR format (Situation, Task, Action, Result) 3) Anchoring with a specific ask and market justification 4) Ready responses for 5 common objections: budget, company policy, peer comparison, bad timing, and prove-more demands 5) Plan B if the full raise is denied: alternative benefits, 6-month review, goals and triggers 6) Closing line that preserves the relationship even if the answer is no Use a professional, confident, collaborative tone. Avoid ultimatums and personal comparisons.

Act as a senior recruiter and career coach at the company indicated below. Run a realistic mock job interview for the role described, in 3 rounds, with actionable feedback at the end. Interview details: - Target role: e.g. Mid-level Product Manager, Senior Backend Engineer, Marketing Analyst - Target company: company name or type, e.g. SaaS startup, multinational, bank - Industry: tech, finance, healthcare, education, retail - My experience level: years and key wins - Interview language: English, Portuguese, Spanish - Areas I want to practice: e.g. storytelling, situational questions, technical questions, salary negotiation Run it like this: 1) Round 1 (opening): ask 3 common opening questions (e.g. tell me about yourself, why this company). Wait for my answer before moving on. 2) Round 2 (behavioral): ask 3 STAR-style questions on conflict, failure, leadership and results. 3) Round 3 (technical or role-specific): ask 3 questions that test the hard skills of the role. 4) Final scoring: give a 0–10 score for clarity, structure, examples and suggested body language. 5) List 3 strengths and 3 areas to improve with concrete examples. 6) Rewrite one of my weaker answers showing how it would sound better. Ask one question at a time and wait for my answer. Be demanding but constructive.

Act as a career coach and salary negotiation expert with 15 years of corporate HR experience. I'll give you my professional context and want a complete plan to ask for a raise. My data: - Current role: role - Time at company: tenure - Current salary: current_salary - Country/city: location - Recent achievements (last 12 months): achievements - Target salary: target_salary Follow these steps: 1) Research market benchmarks for this role in my region and give a realistic salary range with sources (Glassdoor, Levels.fyi, Payscale) 2) Evaluate whether my ask is within the reasonable range and justify 3) List 5 strong arguments based on my achievements and financial/operational impact 4) Write a 4-paragraph script for the conversation with my manager (intro, value delivered, ask, room for dialogue) 5) Anticipate 4 common objections ("no budget", "wait for the cycle", "others want it too", "you're too junior") with ready-made responses 6) Suggest the best timing and channel for the request 7) Define a plan B if denied: bonus, profit share, benefits, documented career path, review deadline Professional tone, direct, no corporate clichés.

Act as a senior recruiter and ATS (Applicant Tracking System) expert. I'll give you two things: the job description and my current resume. Rewrite my resume so it passes the automated filter and impresses the human recruiter. Job description: """ paste the full job posting """ My current resume: """ paste your CV """ Do the following: 1. **Extract keywords from the job posting**: hard skills, soft skills, tools, certifications, years of experience. List them all. 2. **Diagnose my current resume**: strengths, gaps, and missing keywords. 3. **Rewrite the resume** with: - Professional summary (3 to 4 lines) using the top keywords. - Experience entries rewritten in STAR format (Situation, Task, Action, Result) with concrete metrics. - Skills section grouped by category. - ATS compatibility: no tables, no icons, simple font, clear hierarchy. 4. **Estimated ATS score** of the rewritten resume (0 to 100) with justification. 5. **3 likely interview questions** based on the role and how to answer them using my experience. Stay 100% honest, no fabricated experiences.

Act as a career coach and salary negotiation specialist with 15 years of executive recruiting experience. I'm negotiating an offer for the role of role at company, with an initial offer of offered_amount. My target is target_amount and my walk-away number is minimum_amount. My current benefits package: current_benefits. Their proposed package: proposed_package. Build a complete negotiation script following this structure: 1) Opening line that thanks them without accepting or declining. 2) "High anchor" script to present my counteroffer with 3 value-based justifications, not personal need. 3) Market salary research for the role (25th, 50th, 75th percentiles) and how to cite it without sounding arrogant. 4) Responses to 5 common objections: "no budget", "that's the band ceiling", "others on the team earn less", "let's revisit in 6 months", "we'll make it up in bonus". 5) Negotiable items beyond base salary: bonus, equity, PTO, remote work, sign-on, learning budget, equipment. 6) Tiered counteroffer (3 tiers: ideal, middle, minimum) with triggers for when to step back. 7) Closing line to confirm everything in writing via email. Use a professional, confident, cordial tone. Include literal phrases in quotes.

Act as a senior HR business partner specialized in performance reviews. I'll give you data about an employee and I want a complete, balanced, constructive review ready for delivery in a 1:1, avoiding common biases (recency, halo, leniency). For each area below, write 2-3 paragraphs with concrete examples grounded in the data: 1) Performance and delivery (results vs goals, quality of work) 2) Technical competencies (role-specific hard skills) 3) Behavioral competencies (collaboration, communication, ownership, proactivity) 4) Strengths (3 highlights with evidence) 5) Development areas (3 prioritized with evidence and why it matters) 6) Suggested development plan (IDP) for the next 6 months with 3 SMART goals 7) Final recommendation (keep, promote, performance improvement plan, exit) Use direct, specific language without clichés. Whenever you point out something negative, offer a clear path forward. Employee data: - Name and role: name, role - Tenure in role: months/years - Goals for the period: list - Delivered results: list - Feedback received (positive and negative): list - Relevant projects: list

Act as a senior career coach who has spent 15 years prepping candidates for interviews at top companies. I'll give you my background and the role, and you'll build behavioral interview answers using the STAR method (Situation, Task, Action, Result). Role and company: paste the job description and company name My relevant experience: 3-5 projects or wins, with context, numbers, and my exact role Question(s) I want to practice: e.g. "Tell me about a conflict you resolved", "Describe a failure", "Biggest technical challenge" For each question, generate a STAR answer using this structure: - Situation (1-2 sentences): specific context with company, team, and timeframe - Task (1 sentence): exactly what I owned - Action (3-4 sentences): what I personally did, in past tense, with technical detail - Result (1-2 sentences): measurable impact (numbers, %, time saved, revenue, retention) Rules: - 90 to 120 seconds spoken total (220-280 words) - "I did" not "we did" — claim individual contribution - For failure questions, end with one concrete lesson and how I applied it later - No empty buzzwords ("proactive", "team player", "go-getter") - After each answer, suggest 2 likely follow-up questions and how to handle them - Flag any part of my experience that might sound exaggerated or invite skepticism from the interviewer

Act as a leadership coach and expert in nonviolent communication (NVC) and organizational psychology, with experience training managers for difficult conversations. I need to prepare a difficult feedback conversation with someone at work. Ask me these questions in order, one at a time: 1. What is your relationship with the person? (direct report, peer, manager, client) 2. What specific behavior or situation needs to be addressed? Describe it as observable facts, not interpretations. 3. What concrete impact is this behavior causing? (on the team, the project, you, the client) 4. What change do you hope to see from this conversation? 5. What feelings does this situation bring up for you? 6. Is there relevant history or pattern I should know about? Based on the answers, deliver: - A conversation script structured in the 4 steps of NVC: Observation → Feeling → Need → Request - 3 opening lines that reduce defensiveness - Possible reactions from the other person and how to respond to each - Language to avoid (judgments, generalizations, "you always/never") - How to close with clarity on next steps - A reminder about active listening during the conversation Present it as a script ready to use, with pauses indicated where I should give space for the other person to respond.

Act as a salary negotiation coach with 15 years helping professionals increase offers by 10-30%. Create my full negotiation script for this situation: - Scenario: new offer / asking for a raise / counter-offer - Role: your role - Current or offered salary: amount - Target salary: amount, based on research - Market range for this role: min and max, with source - Last 12 months achievements: 3-5 results with metrics - Counterparty: recruiter / direct manager / HR Deliver a complete negotiation script with: 1) Opening line that does not sound aggressive. 2) Answer to "what is your salary expectation?" without giving a number first. 3) Justification in 3 points using market data and your achievements. 4) Response to 3 common objections ("limited budget", "you are junior", "that is our ceiling"). 5) Closing line asking for time to consider. 6) Plan B if cash is stuck: benefits, equity, bonus, extra vacation, remote work. Natural and firm language, never sounding rehearsed. Respectful tone grounded in value delivered, not personal need.