If you’re wondering how recruiters are using AI to save time, source candidates and win more business, this guide contains 50 AI prompts for recruiters covering everything from candidate sourcing to business development and marketing.
Artificial Intelligence is impacting recruitment.
But here’s the reality…
Most recruiters open Claude, type one or two questions, then wonder why everyone is talking about it.
The problem isn’t Claude.
It’s knowing what to ask.
That’s exactly why we created this guide.
Below are 50 practical Claude prompts that recruitment agencies can copy, paste and adapt to save hours every single week.
Whether you’re sourcing candidates, writing job adverts, winning new clients or analysing your recruitment database, these prompts are designed to help you become a more productive recruiter.
Using Giig Claude MCP?
These prompts become even more powerful.
Instead of manually copying information into Claude, Giig Claude MCP allows Claude to securely interact with your recruitment CRM, meaning it can search your database, analyse recruitment activity and help you uncover opportunities hidden inside your existing data.
Instead of manually copying information into Claude, Giig Claude MCP allows Claude to securely interact with your recruitment CRM, meaning it can search your database, analyse recruitment activity and help you uncover opportunities hidden inside your existing data.
Let’s get started.
Act as an experienced recruitment consultant. Search my recruitment CRM for candidates suitable for the following vacancy.
Job Title:
Industry:
Location:
Salary:
Essential Skills:
Preferred Experience:Rank the ten strongest candidates in order, explain why each person is a good match and suggest the best next step for each candidate.
Instead of manually searching and comparing dozens of candidates, Claude helps create an intelligent shortlist.
Claude can search your recruitment database directly instead of relying on manually pasted CVs.
Review my recruitment database and identify candidates who match this vacancy but haven’t been contacted in the last six months. Prioritise candidates with strong experience and explain why they should be contacted now.
Most recruiters have excellent candidates sitting unused inside their CRM.
I don’t need an exact match. Suggest candidates with transferable skills who could successfully move into this role. Explain which skills transfer well and identify any areas that may need development.
Perfect when recruiting in candidate-short markets.
Review these candidate profiles and create a shortlist of the five strongest candidates. Rank them from strongest to weakest, explain your reasoning and suggest which candidate should be approached first.
Great for quickly prioritising large candidate pools.
Compare Candidate A and Candidate B for this vacancy. Evaluate technical ability, industry experience, cultural fit, career progression and potential concerns. Finish with a recommendation on who I should present first and why.
Helps remove bias and speeds up decision-making.
Find candidates with experience in both [Industry A] and [Industry B]. Prioritise people whose experience overlaps both sectors and explain why they’re valuable.
Ideal for specialist recruitment.
Review my recruitment database and identify candidates who haven’t recently applied for jobs but whose experience suggests they could be open to the right opportunity. Rank them by potential suitability.
Excellent for uncovering hidden talent.
Build a longlist of 25 potential candidates for this vacancy. Include a brief summary of each candidate, their strengths, possible concerns and whether they should be contacted immediately.
Creates a structured recruitment plan from the outset.
Review this candidate’s experience and identify similar candidates within my recruitment database. Explain why each person is comparable and whether they may be an even stronger fit.
Perfect after finding one excellent candidate.
Based on my current vacancies and candidate activity, recommend the ten candidates I should contact today. Explain why each conversation should be prioritised and suggest what I should discuss during each call.
Removes decision fatigue and helps recruiters focus on the activities most likely to generate placements.
Finding great candidates is only half the battle.
The best recruiters know that how you communicate can make the difference between winning and losing a placement.
These prompts are designed to help you write more personalised messages, prepare candidates properly and improve response rates without sounding robotic.
Act as an experienced recruitment consultant. Using the candidate’s experience and the job description below, write a personalised outreach email explaining why I believe they’re a strong fit for the role. Avoid generic recruitment clichés, reference specific parts of their background and finish with a friendly call to action inviting them to arrange a quick conversation.
Candidates are far more likely to respond when it’s obvious you’ve actually looked at their profile rather than sending a mass email.
Write a LinkedIn message of no more than 250 characters introducing this opportunity. Make it conversational, avoid sounding salesy and create enough curiosity that the candidate wants to reply.
Most LinkedIn messages are ignored because they’re too long or too generic.
Write a friendly follow-up message for a candidate who hasn’t responded to my previous email. Keep it polite, professional and low pressure while reminding them why the opportunity may be worth discussing.
A well-written follow-up often gets better results than the original message.
Using the job description and candidate CV below, create a detailed interview preparation guide. Include likely interview questions, areas the employer may explore, examples the candidate should prepare and practical tips to help them perform well.
Candidates who are better prepared perform better, creating a better experience for both candidate and client.
Read the following CV and summarise it into a one-minute briefing. Include career history, technical strengths, key achievements, potential concerns and three questions I should ask during our conversation.
Perfect when you’re jumping between candidate calls throughout the day.
Turn these interview notes into professional candidate feedback. Keep the feedback balanced, constructive and encouraging while remaining honest about the client’s comments.
Clear feedback strengthens relationships and improves the candidate experience.
A candidate has received a counter-offer from their current employer. Help me prepare for the conversation by outlining the most common reasons candidates accept counter-offers, the potential risks involved and thoughtful questions I should ask to help them make an informed decision.
Instead of relying on generic advice, Claude helps you prepare a structured conversation.
Write a professional rejection email for a candidate who interviewed well but was unsuccessful. Thank them for their time, provide constructive feedback where appropriate and encourage them to stay in touch for future opportunities.
Every rejection is an opportunity to strengthen your employer brand and candidate relationships.
Using the following job description, explain this opportunity in plain English as if you were speaking to a candidate over the phone. Focus on why someone would genuinely want the role rather than simply repeating the job advert.
Helps recruiters understand and communicate opportunities more naturally.
Using this CV and interview notes, write a professional candidate summary for my client. Highlight the candidate’s strengths, relevant experience, motivations for moving, salary expectations, notice period and why they’re a good fit for the role.
One of the biggest time-savers for recruiters. A well-written submission can significantly improve the chances of securing an interview.
Based on this candidate’s background and previous conversations, suggest three meaningful reasons for me to get back in touch today. Avoid generic “just checking in” messages and instead recommend ways I can genuinely add value to the conversation.
The best recruiters don’t only contact candidates when they have a job. This prompt helps you build long-term relationships that lead to future placements and referrals.
Winning new clients is one of the hardest parts of recruitment.
These prompts are designed to help you research prospects, prepare for meetings, uncover opportunities and write better sales messaging. Rather than replacing your expertise, Claude helps you prepare faster and have more informed conversations.
Act as an experienced recruitment business development consultant. Research the following company and provide a briefing before my first sales call.
Include:
- What the company does
- Approximate size
- Locations
- Recent news or growth
- Likely hiring challenges
- Roles they commonly recruit for
- Five intelligent questions I can ask during the call
- Three ways our recruitment agency could add value
Walk into every sales call already understanding the prospect’s business.
Write a personalised cold email to the hiring manager at this company. Avoid generic recruitment clichés and sales language. Show that I’ve researched their business, identify a potential hiring challenge they may face and end with a simple, low-pressure call to action.
The best cold emails start conversations rather than trying to make a sale.
Write a friendly LinkedIn message introducing myself to the hiring manager. Keep it under 300 characters, avoid pitching our services immediately and instead focus on starting a genuine conversation.
Short, conversational messages tend to receive more replies than lengthy sales pitches.
I’m meeting this prospect tomorrow.
Based on everything you know about their business, create a meeting preparation guide including:
- Potential hiring challenges
- Recruitment market insights
- Suggested agenda
- Questions to ask
- Possible objections
- How I should position our agency
Preparation builds confidence and helps you ask better questions.
Analyse my recruitment CRM and identify companies where we already know multiple candidates but have never worked with them as clients. Rank the opportunities by potential and explain why each company should be approached.
One of the most powerful prompts when using Giig Claude MCP. It helps uncover business development opportunities already sitting inside your database.
Based on current market trends, identify companies that are likely to be recruiting for [job title] over the next six months. Explain why you’ve selected each company and suggest the best person to approach.
Focus your business development efforts on companies with the highest likelihood of hiring.
Act as an experienced recruitment sales coach.
Help me respond to the following objection:
“[Insert objection]”
Explain what the prospect is really saying, provide three professional responses and recommend the most effective way to continue the conversation.
Great for handling objections naturally without sounding defensive.
Create a practical 30-day business development plan for a recruiter specialising in [sector].
Include:
- Daily activities
- Weekly targets
- LinkedIn content ideas
- Prospecting goals
- Follow-up schedule
- KPIs to measure progress
Perfect for recruiters who want a clear structure for winning more clients.
Review my existing clients and identify opportunities to introduce additional recruitment services. Explain which clients have the greatest potential and suggest the most appropriate conversation to start.
Growing existing client relationships is often easier than finding new ones.
Act as the Managing Director of a successful recruitment agency.
Review the following information about my recruitment business, including placements, vacancies, candidate activity and client information.
Identify:
- My biggest strengths
- My biggest weaknesses
- Missed opportunities
- Potential quick wins
- Three priorities that would generate the greatest revenue over the next 90 days
Be honest, practical and commercially focused.
Instead of using Claude as a writing assistant, you’re using it as a recruitment business adviser. This is one of the most valuable ways AI can support agency owners.
If you owned my recruitment agency for the next seven days, what would you focus on to maximise the chances of making a placement?
Use the information from my CRM, current vacancies, candidate activity and client relationships.
Recommend the ten highest-impact actions in priority order and explain why each one matters.
This is one of the most powerful prompts in the guide. Rather than asking Claude to complete a task, you’re asking it to think strategically using your recruitment data. With Giig Claude MCP, this can uncover opportunities that are easy to miss during a busy week.
Marketing is one of the first things recruiters stop doing when they get busy.
Ironically, that’s usually when they need it most.
These prompts are designed to help you create valuable content faster, attract more candidates and clients, and build a stronger personal brand without spending hours staring at a blank screen.
Act as an experienced recruitment marketer.
Turn the following client brief into an engaging job advert.
Include:
- An attention-grabbing job title
- A compelling opening paragraph
- Key responsibilities
- Essential skills
- Benefits
- Company overview (if provided)
- A clear call to action
Write the advert in plain English, avoid clichés and optimise it for readability.
Most client briefs are full of bullet points. This prompt turns them into adverts candidates actually want to read.
Write a LinkedIn post aimed at hiring managers in the [industry] sector.
Share a genuine insight or opinion rather than selling recruitment services.
Use a conversational tone, include a strong opening hook and finish with a question that encourages people to comment.
The best-performing LinkedIn posts start discussions rather than trying to sell.
Suggest 30 LinkedIn post ideas for a recruitment consultant specialising in [sector].
Include:
- Industry insights
- Candidate advice
- Hiring trends
- Personal stories
- Behind-the-scenes content
- Educational posts
- Opinion pieces
Never wonder what to post again.
Act as an SEO copywriter specialising in recruitment.
Write a detailed blog targeting the keyword “[keyword]”.
Include:
- Optimised headings
- Internal linking opportunities
- Frequently Asked Questions
- A compelling introduction
- Practical advice
- A strong conclusion
Write naturally for recruiters, not search engines.
Perfect for agencies investing in organic search.
Take the following blog article and repurpose it into:
- Five LinkedIn posts
- Three email newsletters
- One short video script
- One infographic idea
Adapt each piece for its platform rather than simply copying the original text.
Create weeks of marketing content from a single article.
Create this month’s candidate newsletter.
Include:
- Hiring market updates
- Career advice
- Featured vacancies
- Interview tips
- Salary insights
- A clear call to action encouraging candidates to stay in touch.
Stay front of mind with candidates even when they’re not actively looking.
Write a three-part email campaign aimed at hiring managers.
The campaign should demonstrate expertise, provide value and naturally introduce our recruitment services without sounding overly promotional.
Educating prospects builds trust far more effectively than constant sales emails.
Act as a personal branding expert.
Create a 90-day LinkedIn content strategy for a recruiter specialising in [sector].
Include:
- Weekly posting schedule
- Content pillars
- Video ideas
- Poll ideas
- Storytelling topics
- Engagement strategy
- Profile optimisation recommendations
A strong personal brand generates inbound candidates and clients over time.
Turn the following placement notes into a compelling client success story.
Explain:
- The recruitment challenge
- The approach taken
- The outcome
- The measurable results
- Why future clients should choose our agency
Case studies provide social proof and build credibility with future clients.
Act as a recruitment marketing consultant.
Review my recruitment website and provide an honest audit.
Identify:
- SEO improvements
- Conversion opportunities
- Calls to action
- User experience issues
- Content gaps
- Trust signals
- Ways to generate more enquiries
Sometimes small website improvements can have a significant impact on lead generation.
If you were the Marketing Director of my recruitment agency, create a complete 12-month marketing strategy.
Include:
- SEO
- Email marketing
- Video content
- Client nurturing
- Candidate engagement
- Partnerships
- KPIs
Prioritise activities based on impact, budget and return on investment.
Instead of asking Claude to create individual pieces of content, you’re asking it to think strategically about growing your recruitment business. It can become your on-demand marketing adviser rather than just your copywriter.
The most successful recruiters aren’t always the busiest.
They’re the ones who spend their time on the activities that generate placements.
These prompts are designed to help you reduce administration, organise your workload, analyse information more quickly and make better decisions throughout the day.
Act as an experienced recruitment agency manager.
Based on my current vacancies, candidate activity, client meetings and outstanding tasks, create a prioritised plan for my working day.
Rank each activity by impact on revenue and explain why it should be completed in that order.
It’s easy to spend a day being busy without actually moving placements forward. This prompt helps you focus on high-value work first.
Review the following meeting notes and produce:
- A summary of what was discussed
- A list of agreed actions
- Outstanding questions
- Follow-up emails that need sending
- Deadlines
- A recommended priority order
Perfect after client meetings, candidate interviews or internal discussions.
Analyse my recruitment pipeline and identify:
- Vacancies at risk
- Candidates who need following up
- Clients who haven’t been contacted recently
- Placements most likely to complete this month
- Potential bottlenecks slowing down the recruitment process
A weekly pipeline review helps prevent opportunities from slipping through the cracks.
Compare the following candidates against this job description.
Score each candidate out of 10 for:
- Technical ability
- Relevant experience
- Industry knowledge
- Communication skills
- Cultural fit
- Career progression
Finish with a ranked recommendation and explain your reasoning.
Ideal when deciding who to present to a client.
Prepare me for tomorrow’s client meeting.
Summarise everything I need to know, including:
- Previous conversations
- Open vacancies
- Candidate activity
- Outstanding actions
- Potential upselling opportunities
- Questions I should ask
- Risks I should be aware of
Walk into every meeting feeling fully prepared.
Review the following recruitment performance data.
Identify:
- Key trends
- Areas performing well
- Areas underperforming
- Opportunities to improve
- Three practical recommendations that would have the biggest commercial impact over the next quarter.
Instead of just reading reports, Claude helps explain what the data actually means.
Based on the following job description, location, industry and level of experience, estimate a competitive salary range.
Explain the reasoning behind the recommendation and highlight any market factors that may influence salary expectations.
Helpful when advising clients or qualifying new vacancies.
Create ten interview questions for this vacancy.
Include:
- Technical questions
- Behavioural questions
- Competency-based questions
- Cultural fit questions
- Follow-up questions for probing deeper
Explain what a strong answer would sound like for each question.
A great interview isn’t just about asking questions; it’s about knowing what to listen for.
Act as a recruitment business consultant.
Review the following information about my agency.
Identify:
- The biggest opportunities for growth
- The biggest risks
- Areas where we’re wasting time
- Processes that could be automated
- Three changes that would have the biggest impact on profitability over the next six months.
This prompt encourages Claude to think like a business adviser rather than simply answering individual questions.
Every Friday, review everything I’ve achieved this week.
Summarise:
- Placements made
- Client activity
- Candidate activity
- Business development completed
- Marketing completed
- Outstanding actions
Then recommend my top five priorities for next week and challenge me on anything I should be doing differently to grow my recruitment business.
One of the best ways to use Claude. Instead of simply helping with individual tasks, it helps you reflect, improve and stay focused on the activities that generate results.
Artificial Intelligence isn’t replacing recruiters.
It’s helping recruiters become better at what they already do.
The best recruiters will always build relationships, understand people and provide trusted advice.
What AI can do is remove hours of repetitive administration, help you make better decisions and unlock opportunities hidden within your recruitment business.
Whether you’re writing job adverts, researching prospects, preparing candidates or planning your next week, Claude can become one of the most valuable tools in your recruitment toolkit.
Every prompt in this guide can be used with Claude on its own.
But they’re even more powerful when Claude can securely interact with your recruitment CRM.
With Giig Claude MCP, Claude can work alongside your recruitment data to help you:
Instead of copying information into Claude, simply ask the question.
That’s when AI becomes genuinely useful.
Artificial Intelligence is evolving incredibly quickly, and so are the ways recruiters use it.
We’ll continue updating this guide with new prompts, ideas and workflows as Claude and Giig Claude MCP evolve.
So whether you’re a solo recruiter, a growing agency or an established recruitment business, keep this page bookmarked to give you ideas of AI prompts for recruiters.
The next prompt that transforms the way you recruit could be just around the corner.
