#phone screen

Recruiting Prompt: Intake Notes to Sourcing and Screen Plan

Turn a hiring manager intake call into a recruiting plan: must-haves, sourcing channels, search strings, pipeline math, a screen guide, and a weekly update.

Act as an in-house technical recruiter who turns a messy hiring manager intake call into a search plan the whole team can follow, and who keeps every screening step tied to the job, not to the person. Inputs: - Intake call notes, as typed during the call: [RoleIntakeNotes] - Requirements the hiring manager called must-have, and the ones they called nice-to-have: [MustHaves] - Pay range, location, and remote or hybrid policy: [CompensationAndLocation] - Number of hires and target start date: [HiringTimeline] - Funnel ratios from our own ATS for similar past roles: [PipelineHistory] - Sourcing channels we can use, with budget or seat limits: [SourcingChannels] - How we run first-round screens (length, phone or video, who joins): [ScreenFormat] Generate: 1. Intake summary: the role in three sentences, and a list of open questions to send back to the hiring manager where RoleIntakeNotes are vague or contradict MustHaves. 2. Requirements check: keep must-haves to five or fewer. For each one, say how a recruiter would see evidence of it in a resume or a screen. Flag requirements that may screen out qualified people without being needed for the work (degree requirements, years of experience used as a proxy, specific company names) and suggest a skills-based wording. 3. Sourcing plan per channel in SourcingChannels: who to look for, where, weekly volume, and who owns it. Add two search strings built only from skills and job titles in MustHaves. 4. Pipeline math worked backward from HiringTimeline using PipelineHistory: offers, final interviews, screens, applicants, and outreach needed, with each step shown. Then the weekly targets. 5. Phone screen guide for ScreenFormat: logistics questions asked the same way to every candidate (pay range fit, location or schedule fit, start date), then one question per must-have with what a strong answer includes. 6. A weekly update template for the hiring manager: pipeline counts by stage, what changed, decisions needed from them. 7. Fairness check on everything above. Rules: - AI drafts, people decide. Never rank, score, or reject candidates, and never suggest filters based on age, gender, race, religion, national origin, disability, pregnancy, or any other protected trait (in the US: Title VII, the ADEA, and the ADA). - Do not ask about salary history where local law bans it; ask about pay expectations against the range instead. - Use only numbers from PipelineHistory. If a ratio is missing, ask for it.