Most lists of resume prompts ask the AI to "write a resume for a marketing manager". You get a polished page describing someone who isn't you, and a recruiter can tell. These 55 prompts work the other way round. You paste in your real history and the real job ad, and the AI's job is to select, reorder and sharpen what you have actually done. Where the ad asks for something your history doesn't show, the prompt lists it as a gap instead of inventing it.
The pack covers the whole search in eight sections: decoding job ads and choosing targets, tailoring your resume (or CV, if you're in the UK), achievement bullets, cover letters, LinkedIn, networking and follow-ups, interview preparation, and salary negotiation. Each prompt gives the AI a role, asks for your details as {{VARIABLES}}, sets clear rules and specifies the output, so it behaves the same in ChatGPT, Claude and Gemini.
Three things you won't find in most lists: ATS advice based on how tracking systems actually parse and search resumes, not keyword stuffing; prompts that put a number on your impact honestly when you never tracked one; and negotiation prompts that work from salary data you gather rather than figures the AI half-remembers. Four prompts include a worked example using fictional candidates, so you can judge the output before you paste.
Decode Job Ads & Pick Your Targets
Start here before you rewrite anything. These prompts read a job ad the way a recruiter does, separate real requirements from wish lists, and check your history against them honestly. Others help you choose which roles to aim at, research a company from material you paste in, and plan a career change around skills you can actually show. A tighter target list makes every later document easier to write.
Best for: Deciding whether an ad is worth applying to, and what to emphasize if it is
You are a senior in-house recruiter who has screened thousands of applications for roles like this one. Read the job ad the way you would when building a shortlist, then check my history against it honestly.
Job ad (full text): {{JOB_AD}}
My resume or CV: {{MY_RESUME}}
Do this:
1. Must-haves vs nice-to-haves: sort every requirement. Explain your reasoning briefly; a requirement repeated, listed first or tied to the core duties is usually a must-have.
2. The real job: in three sentences, describe what this person will spend most of their week doing and what problem the team is hiring to solve.
3. Evidence table: for each must-have, quote the line from my resume that proves it, or write "NO EVIDENCE". Never stretch a line to cover something it doesn't say.
4. Fit verdict: Strong, Reasonable stretch, or Long shot, with one sentence of reasoning. Be blunt; I would rather skip a long shot than waste an evening.
5. The three points my application must make most clearly, and the one gap I should address head-on.
Output as headed sections with the table in step 3.
Fill in: JOB_AD MY_RESUME
Paste the whole ad, including the 'about us' and benefits sections, which often reveal the real priorities. Run it before you tailor anything.
Example output · Claude (example written by The Prompt Index)
Sample inputs
- JOB_AD: Customer Success Manager, Mid-Market, RouteNorth (route-planning software for regional freight and delivery fleets), Denver hybrid. Own a portfolio of 45-60 mid-market accounts; lead onboarding; run quarterly business reviews; monitor account health in Gainsight and act on risk; partner with Account Executives on renewals and expansion; be the voice of the customer to Product. Requirements: 2+ years in customer success, account management or a customer-facing SaaS role; experience owning renewal or retention outcomes; comfortable presenting to operations directors; data-driven, able to build and interpret health scores; Salesforce experience. Nice to have: logistics, transportation or field-service industry experience; Gainsight; basic SQL. $68,000-$82,000 base + 10% variable.
- MY_RESUME: Senior Support Specialist, Fieldline (field-service scheduling SaaS), Mar 2023-present; Support Specialist, Jun 2021-Mar 2023. Resolve about 40 tickets a day by email and chat for 300+ small-business customers; built and maintain a library of 60 macros, part of a team effort that cut median first response from 9 hours to 3 hours in 2023; led the migration of 120 help-center articles to Intercom; trained 5 new hires; since 2025, join CSM calls on 8 churn-risk accounts as the technical lead; personal CSAT 96% (team 94%); write a weekly bug summary for Product. Assistant Store Manager, Summit Outfitters, 2018-2021: scheduled 14 staff, handled escalations. BA Communication, Colorado State University. Tools: Zendesk, Intercom, Jira, Salesforce (viewing account records), Looker dashboards, Excel.
1. Must-haves vs nice-to-haves
Must-haves
- 2+ years customer-facing SaaS: listed first under requirements.
- Owning renewal or retention outcomes: repeated in the duties (renewals, "act on risk"), so it is central.
- Managing a portfolio of accounts: the first duty, and the size (45-60) is spelled out.
- Data skills: building and interpreting health scores. Tied to the Gainsight duty.
- Presenting to operations directors: implied by the QBR duty.
- Salesforce experience.
Nice-to-haves (stated as such): logistics, transport or field-service background; Gainsight; basic SQL.
2. The real job
This person will spend most of the week inside a book of around 50 accounts: running onboarding calls, preparing and presenting QBRs, and chasing accounts whose health score is dropping. The team is hiring to protect and grow recurring revenue in the mid-market, so the real measure will be renewals and churn. The "voice of the customer to Product" line suggests Product currently hears about problems too late.
3. Evidence table
| Must-have | Evidence on your resume |
|---|---|
| 2+ years customer-facing SaaS | "Support Specialist ... Jun 2021" to present at Fieldline: over 4 years. Strong. |
| Owning renewals or retention | NO EVIDENCE of ownership. Closest: "join CSM calls on 8 churn-risk accounts as the technical lead". That is contributing to retention, not owning it. |
| Managing a portfolio of accounts | NO EVIDENCE. You support 300+ customers through tickets, which is breadth, not account ownership. |
| Health scores / data | Partial: "Looker dashboards" appears in Tools, with no bullet showing what you did with them. |
| Presenting to operations directors | NO EVIDENCE. The churn-risk calls may have involved senior customer staff; the resume doesn't say. |
| Salesforce | Partial: "Salesforce (viewing account records)". Honest, but it reads as light use. |
4. Fit verdict: Reasonable stretch. You clear the experience bar and bring the nice-to-have industry overlap (field-service SaaS), but the role's core outcome, owning renewals for a portfolio, isn't on your resume yet.
5. What your application must make clearest
- The churn-risk work: what you did on those 8 accounts and what happened to them (renewed? still at risk?). This is your strongest bridge to the role.
- Field-service customers: your users schedule crews and vehicles, close to RouteNorth's fleet operators.
- Product feedback: the weekly bug summary maps directly to "voice of the customer".
Gap to address head-on: account ownership. Say plainly that you have worked alongside CSMs rather than owned a book, and point to the churn-risk calls as evidence you're ready. If you have presented to customer leadership on those calls, add it; if not, don't imply it.
Best for: Widening a job search to titles you're qualified for but weren't searching
Act as a career strategist who specializes in helping people find roles they're qualified for but haven't considered.
My work history (titles, dates, main responsibilities and results): {{WORK_HISTORY}}
What I enjoy most and least in my work: {{LIKES_AND_DISLIKES}}
Constraints (location, remote, salary floor, hours, visa): {{CONSTRAINTS}}
Suggest 8 job titles I could realistically apply for now. For each:
- The exact title as it usually appears in job ads, plus 2 alternative titles employers use for the same job, so I can search properly.
- Which parts of my history make me credible for it, quoting my own experience.
- What a hiring manager would see as my weakest point, and whether it is a dealbreaker.
- A stretch rating: "apply now", "apply with a strong cover letter", or "needs a course or project first".
Rules: base every suggestion on what I have actually done, not on what I could learn. Don't suggest titles that need a license or degree I haven't mentioned. Don't quote salary figures; I'll research those myself.
Finish with the 3 titles to prioritize and the exact search strings to use on job boards.
Fill in: WORK_HISTORY LIKES_AND_DISLIKES CONSTRAINTS
Use when you are unsure what to search for, or when your current title doesn't match how other employers name the job.
Best for: Turning scattered company pages into a usable application and interview brief
You are a research analyst preparing a candidate for an application and interview. Work only from the material I paste below; you may not have reliable current information about this company, so don't fill gaps from memory.
Company name: {{COMPANY_NAME}}
Material I've gathered (careers page, About page, recent news, annual report extracts, product pages, the job ad): {{RESEARCH_NOTES}}
The role I'm applying for: {{TARGET_ROLE}}
Produce a one-page brief:
1. What the company sells, to whom, and how it makes money, in plain words.
2. What seems to be changing for them right now (growth, new products, restructuring, new markets), each point tied to the source line it came from.
3. Why this role probably exists now: the problem it is meant to solve.
4. Their stated values and the language they use repeatedly, so I can mirror it naturally.
5. Three smart questions I could ask in interview that show I've read this material.
6. Gaps: what I still need to find out, and where I might look (filings, LinkedIn, Glassdoor, a current employee).
Mark anything you're inferring rather than reading directly as "(inference)".
Fill in: COMPANY_NAME RESEARCH_NOTES TARGET_ROLE
Spend 20 minutes collecting pages first, then paste them in. The brief feeds your cover letter opening and your interview questions.
Best for: Checking a suspicious posting or recruiter message before you share personal details
Act as a cautious careers adviser who helps job seekers avoid fake postings, bait-and-switch roles and badly designed jobs.
Job posting (full text): {{JOB_AD}}
How I found it and any contact so far (emails, messages, interview requests): {{CONTACT_HISTORY}}
Where I live and work: {{MY_LOCATION}}
Check for:
1. Scam signals: requests for payment, bank details or ID before an offer; interviews only by text chat; checks to deposit; vague company identity; personal email domains; pressure to decide fast.
2. Bait-and-switch signals: title doesn't match duties, commission-only pay hidden in the detail, "entry level" with senior requirements.
3. Workload signals: one role covering three jobs, "fast-paced" plus "wear many hats" plus no team mentioned, unrealistic hours.
4. Missing basics: no salary range, though some jurisdictions require one in postings; no location; no named employer.
For each signal, quote the exact wording that triggered it and rate it low, medium or high concern. Then give an overall verdict and a list of verification steps (company registry check, calling the main switchboard, checking the domain). Don't claim a posting is definitely a scam; say what the evidence shows.
Fill in: JOB_AD CONTACT_HISTORY MY_LOCATION
Use whenever a posting or recruiter message feels off, especially before sharing ID or bank details.
Best for: Planning a career switch you can explain credibly to a hiring manager
You are a career-change coach who is honest about how hiring managers see people coming from another field.
My current or last role and field: {{CURRENT_FIELD}}
The role or field I want to move into: {{TARGET_FIELD}}
My experience, including projects, volunteering and side work: {{EXPERIENCE_DETAILS}}
Time and money I can put into the switch: {{RESOURCES}}
Do this:
1. Transferable skills map: a table of the skills the target role needs, what in my history genuinely demonstrates each one, and a strength rating (strong, partial, none).
2. The honest gap: the 2-3 things a hiring manager will doubt most, and why.
3. Bridge options for each gap, cheapest first: a portfolio project, a stretch task in my current job, volunteering, a short course, a certificate. Say which ones employers in this field tend to value and which are mostly box-ticking.
4. A one-sentence career-change story I can use in my resume summary, cover letter and interviews. It must be true to my history.
5. A 90-day plan with weekly actions that fit my resources.
Don't promise the switch is easy, and don't suggest describing my old job with the new field's titles.
Fill in: CURRENT_FIELD TARGET_FIELD EXPERIENCE_DETAILS RESOURCES
Fill in the experience details generously, including unpaid work. Re-run after 90 days with what you've done.
Best for: Structuring a job search with a tracker and weekly rhythm
Act as a job-search coach who helps people run their search like a project instead of a mood.
My target roles and locations: {{TARGET_ROLES}}
Hours per week I can spend on the search: {{HOURS_PER_WEEK}}
Where I am now (applications sent, interviews, responses, what's stalling): {{CURRENT_STATUS}}
Build:
1. A weekly plan split across sourcing roles, tailoring applications, networking, interview prep and skill-building, sized to my hours. Favor fewer, better-tailored applications over mass applying.
2. A tracker table I can paste into a spreadsheet, with columns: company, role, link, date found, date applied, version of resume used, contact person, status, next action, next action date, notes.
3. Rules for when to follow up, when to mark an application dead, and when to change approach (for example, many applications and no responses usually means the resume or the targeting needs work, not more volume).
4. Three weekly metrics to review every Friday, and what each one tells me.
5. One small thing I should do today.
Keep it realistic for someone who may also be working or caring for others.
Fill in: TARGET_ROLES HOURS_PER_WEEK CURRENT_STATUS
Use at the start of a search, or when you've been applying for weeks without results and need to reset.
Resume & CV Tailoring (ATS-Aware)
Tailoring means reordering and rewording what you have really done so it matches what this employer asked for. It never means adding experience you don't have. These prompts tailor a resume or CV to one ad, map keywords to real evidence, check that the layout survives an applicant tracking system, and convert between US resume and UK CV conventions. Every one of them lists gaps instead of filling them with invented claims.
Best for: Producing a tailored, ATS-readable version of your resume for a single application
You are a resume writer who works for candidates, not keyword-stuffing software. Tailor my resume (CV in the UK) to this specific job ad.
Job ad: {{JOB_AD}}
My current resume: {{MY_RESUME}}
Anything true about me that isn't on the resume yet: {{EXTRA_FACTS}}
Rules:
- Use only facts from my resume and the extra facts above. Never add employers, titles, dates, tools, certifications or numbers I didn't give you.
- You may reorder sections and bullets, rewrite bullets to lead with results, swap my wording for the ad's wording where it means the same thing, and drop weak or irrelevant content.
- Keep standard section headings (Summary, Experience, Skills, Education) and a plain single-column layout so applicant tracking systems can read it.
- Keep it to 1 page if I have under about 8 years of experience, 2 pages otherwise.
Output:
1. The tailored resume in plain text.
2. A change log: what you moved, rewrote or cut, and why.
3. Gaps: requirements in the ad that my material doesn't support. Do not paper over them.
4. Up to 5 questions whose answers would make the resume stronger.
Fill in: JOB_AD MY_RESUME EXTRA_FACTS
Use one fresh chat per job. Check every line in the output against your real history before you send it.
Best for: Finding which job-ad keywords you can honestly add, and where they belong
Act as a recruiter who uses an applicant tracking system daily and knows how keyword search actually works: recruiters filter and search by terms, so the right words need to appear in context.
Job ad: {{JOB_AD}}
My resume: {{MY_RESUME}}
Build a keyword map:
1. Extract 15-20 terms a recruiter would likely search for this role: job titles, hard skills, tools, certifications, methods. Include common variants and acronyms (for example "CRM" and "customer relationship management").
2. For each term, show: already on my resume (quote where), present under different wording (quote it and suggest the ad's wording), or missing.
3. For each missing term, ask me one yes/no question to find out whether I actually have it. Do not add it until I answer.
4. Suggest where each confirmed term belongs: summary, a specific bullet or the skills section. Terms should sit inside real achievements wherever possible, not in a block of keywords.
Rules: no white text, no hidden keyword lists, no copying the ad's sentences wholesale. Explain briefly why each of those backfires with human reviewers.
Output the map as a table, then the questions.
Fill in: JOB_AD MY_RESUME
Answer the yes/no questions in the same chat, then ask it to apply only the confirmed terms.
Best for: Writing a 3-sentence resume or CV profile that a recruiter will actually read
You are a resume editor who deletes phrases like "results-driven professional" and "proven track record" on sight. Write the summary section at the top of my resume.
Target role: {{TARGET_ROLE}}
My experience in brief (years, sectors, biggest results, specialist skills): {{EXPERIENCE_SUMMARY}}
What makes me different from other candidates at my level: {{DIFFERENTIATOR}}
Write three versions, each 2-3 sentences and under 60 words:
A. Results-led: opens with my strongest measurable result.
B. Specialist-led: opens with the niche I know best.
C. Direction-led: for a career change or step up, says where I'm heading and what I bring.
Rules:
- Use only facts from my inputs. If a result has no number, describe it concretely rather than inventing one.
- No first person "I", no buzzwords (dynamic, passionate, synergy, go-getter, hard-working, team player), no claims about personality that can't be shown.
- Include the target job title or a close variant once, naturally, since recruiters search by title.
After the three versions, say which fits the target role best and why, in two sentences.
Fill in: TARGET_ROLE EXPERIENCE_SUMMARY DIFFERENTIATOR
Pick the version that matches the role, then reread it aloud. If it could describe anyone in your field, add a more specific detail.
Best for: Getting blunt recruiter-style feedback before you start editing
Act as a busy recruiter doing a first-pass screen. You give each resume a quick look before deciding whether to read it properly. Review mine as you would on a real shortlist day.
Role I'm applying for: {{TARGET_ROLE}}
My resume (paste as text): {{MY_RESUME}}
Report in this order:
1. First impression: what you noticed in the first few seconds (title, current employer, a number, a mess) and whether you'd keep reading.
2. The three things that would most likely get this rejected, ranked, each with the exact line or section at fault.
3. Bullet audit: list every bullet that describes a duty rather than a result, and every vague phrase ("responsible for", "helped with", "various").
4. Consistency check: dates that don't add up, unexplained gaps, tense switching, formatting inconsistencies, inconsistent spelling (US vs UK), contact details missing.
5. What's working, so I don't break it while editing.
6. A prioritized fix list of up to 8 items, smallest effort first.
Be direct; I want the feedback a recruiter would give a friend, not polite encouragement. Don't rewrite the resume yet, and don't assume facts that aren't on the page.
Fill in: TARGET_ROLE MY_RESUME
Paste the resume as plain text. If the formatting falls apart when pasted, that is itself a warning about how an ATS may read it.
Best for: Checking whether a designed resume survives applicant tracking system parsing
You are an applicant tracking system specialist. When a resume is uploaded, the ATS converts it to plain text and tries to split it into fields. I've copied my resume out of its file into plain text so you can see roughly what a parser sees.
Plain-text paste of my resume: {{PLAIN_TEXT_RESUME}}
File format and how it was made (Word, Google Docs, Canva, PDF export, template name): {{FILE_DETAILS}}
Check for:
1. Content that vanished or scrambled in the paste: text in headers or footers, text boxes, tables, columns, icons, graphics, skill bars.
2. Contact details that a parser might miss or mangle.
3. Section headings that aren't standard (for example "Where I've Been" instead of "Experience").
4. Dates in mixed formats, job titles and employers in an unclear order, or roles that run together.
5. Unusual characters, ligatures or bullets that came through as symbols.
For each problem, quote what you see in the paste, explain the likely effect, and give the fix. Then give a simple layout recipe for a parse-safe version: one column, standard headings, consistent date format, and where to put contact details. Don't claim to know how any specific ATS product scores resumes; describe general parsing behavior.
Fill in: PLAIN_TEXT_RESUME FILE_DETAILS
Open your resume file, select all, copy, and paste into a plain-text editor first. Anything missing there is at risk.
Best for: Adapting your CV or resume to US or UK hiring conventions
Act as a recruiter who has hired in both the US and the UK and knows the conventions of each market.
My current document: {{MY_RESUME}}
Direction of conversion (US resume to UK CV, or UK CV to US resume): {{CONVERSION_DIRECTION}}
Target role and sector: {{TARGET_ROLE}}
Convert the document and explain each change. Cover:
1. Length and structure: typical page expectations in each market, and whether a personal profile, key skills section or references line is expected.
2. Spelling and vocabulary (organize/organise, resume/CV, GPA/degree classification, college/university), applied consistently.
3. Dates, phone number format, address detail and what personal information to remove. Neither market expects a photo, date of birth or marital status for most roles, and including them can invite bias.
4. Qualifications: explain degrees, grades or certifications the other market won't recognize, without inflating them (for example, don't convert a UK 2:1 into a GPA).
5. Job titles: keep my real titles; add a short clarifier in brackets only if the title means something different abroad.
Output the converted document in plain text, then a numbered change log. Don't add any experience or qualification that isn't in the original.
Fill in: MY_RESUME CONVERSION_DIRECTION TARGET_ROLE
Useful for international moves and for applying to a UK or US office of a global company.
Best for: Shrinking an overlong CV or resume without losing your strongest material
You are a ruthless but fair resume editor. My CV is too long. Help me cut it without losing what gets interviews.
My current CV or resume: {{MY_RESUME}}
Target role: {{TARGET_ROLE}}
Target length (one page or two pages): {{TARGET_LENGTH}}
Do this:
1. Rank every role and bullet by relevance to the target role: keep, shorten, or cut. Older roles (roughly 10-15+ years) usually shrink to a title, employer and dates, unless they're directly relevant.
2. Merge bullets that describe the same achievement, remove duties that any holder of the title would do, and cut soft-skill claims that aren't backed by a result.
3. Trim the skills list to what the target role needs and I can demonstrate.
4. Remove things recruiters don't need: "References available on request", full street address, hobbies with no relevance, a photo, date of birth.
Output:
- The shortened document in plain text, sized for the target length in a normal font size.
- A list of everything cut, so I can restore anything important.
- Two items you nearly cut and why you kept them.
Never reword a bullet so it claims more than the original said.
Fill in: MY_RESUME TARGET_ROLE TARGET_LENGTH
Run this before tailoring, so you're starting from a lean master version.
Best for: Wording a career break for your resume, cover letter and interview
Act as a career adviser who helps people present career breaks honestly and without over-explaining.
The gap (dates and length): {{GAP_DATES}}
What actually happened (caring, health, redundancy, travel, study, burnout, a failed business, job search): {{GAP_REASON}}
What I did during it that's relevant, even if small (courses, volunteering, freelance, projects, family business): {{GAP_ACTIVITIES}}
Target role: {{TARGET_ROLE}}
Give me:
1. Whether to show the gap as its own entry, cover it with a short line, or simply leave the dates honest with no comment, and why.
2. A one-line resume entry (if recommended), worded factually. I decide how much private detail to share; health and family details can stay private.
3. One or two sentences for a cover letter, only if the gap is long or recent enough that a reader will wonder.
4. A 20-second spoken answer for "Can you tell me about this gap?" that is truthful, brief and moves on to why I'm ready for this role.
5. What not to do: stretching dates to hide the gap, inventing freelance work, or apologizing at length.
Never suggest disguising the gap with fake employment or altered dates.
Fill in: GAP_DATES GAP_REASON GAP_ACTIVITIES TARGET_ROLE
Fill in what really happened; the prompt keeps sensitive details private in the outputs.
Best for: Creating one complete source document you can tailor every application from
You are helping me build a master resume: a long, complete record of everything I've done that I'll tailor from later. It's for my eyes, so completeness matters more than length.
What I have (old resumes, LinkedIn export, performance reviews, project notes, award emails, anything): {{RAW_MATERIAL}}
Roles I'm likely to apply for: {{TARGET_ROLES}}
Do this:
1. Combine everything into one chronological document: every employer, title, dates, location, and every responsibility, project, result, tool and award mentioned in my material.
2. Where sources disagree (different dates, different titles), flag the conflict instead of choosing one.
3. Rewrite each item as a draft bullet that starts with what I did and, where my material supports it, the result. Mark bullets with no result as "[result?]".
4. Add a skills inventory grouped by type (technical, tools, languages, certifications), each linked to the role where I used it.
5. Ask me up to 10 targeted questions about the roles most relevant to my targets, to recover results I've forgotten.
Use only what is in my material. Don't infer achievements, team sizes or numbers.
Fill in: RAW_MATERIAL TARGET_ROLES
Paste as much as you have, even messy notes. Keep the output somewhere safe and update it every quarter.
Achievement Bullets & Skills
Bullets are where most resumes fail: they list duties instead of results. These prompts interview you for the missing details, help you size an impact honestly when you never tracked the number, and rewrite bullets for roles where results are hard to measure. There are also prompts for graduates building a first CV from projects, volunteering and part-time work, and for the skills section. If a number can't be supported, the prompt says so rather than guessing.
Best for: Rewriting duty-style bullets into results, without inventing numbers
Act as an experienced resume coach. My bullets describe what I was responsible for, not what I achieved. Turn them into achievement bullets by working from facts I give you.
The role (title, employer type, dates): {{ROLE_DETAILS}}
My current bullets: {{CURRENT_BULLETS}}
Any numbers, outcomes or feedback I remember: {{KNOWN_RESULTS}}
For each bullet:
1. Rewrite it as: strong verb + what I did + how + the result, in one line of about 20-30 words.
2. Use a number only if it appears in my inputs. If a result is likely but not given, write the bullet with a bracketed prompt like [how many?] or [time saved?] instead of a guess.
3. If a bullet is a pure duty with no plausible outcome, say so and suggest cutting it or merging it.
Then ask me up to 6 short questions that would let you add real numbers or outcomes, for example volumes handled, time saved, errors reduced, revenue or customers affected, people trained, or praise received.
Finish with the best 4-6 bullets for this role, in order of impact. Vary the opening verbs and keep tense consistent: past tense for past roles, present for my current one.
Fill in: ROLE_DETAILS CURRENT_BULLETS KNOWN_RESULTS
Answer the follow-up questions in the same chat, then ask for a final version with the bracketed prompts filled in.
Example output · Claude (example written by The Prompt Index)
Sample inputs (UK candidate, CV wording)
- ROLE_DETAILS: Team Leader, Goods-In, regional distribution centre for a homewares retailer, Greater Manchester, Feb 2022 to present
- CURRENT_BULLETS: Responsible for the goods-in team on the early shift. Checking deliveries against purchase orders. Dealing with supplier discrepancies. Training new starters. Health and safety walk-rounds.
- KNOWN_RESULTS: team of 9; up to about 35 trailers a day in peak; I set up a shared discrepancy log in 2023 and supplier credit claims went up; my manager said in my appraisal that finance recovered "about £40k" in the first year; trained 12 new starters in 2024; site H&S report shows no RIDDOR-reportable incidents on my shift in 2024; praised in my appraisal for clearing the receiving backlog before Christmas.
Rewrites (present tense, as this is your current role)
1. "Responsible for the goods-in team on the early shift"
→ Lead a 9-person early-shift goods-in team receiving up to 35 trailers a day at peak, planning [how?: rotas, door allocation, labour per trailer?] to keep unloading on schedule.
2. "Checking deliveries against purchase orders"
→ This is a duty any goods-in lead would do. Merge it into bullet 3, where it leads to a result, rather than keeping it as its own line.
3. "Dealing with supplier discrepancies"
→ Introduced a shared supplier discrepancy log in 2023 that turned missed shortages and damages into credit claims, recovering about £40,000 in the first year (finance figure, per 2023 appraisal).
Note: keep "about" and be ready to say where the figure came from. Check with your manager whether the supplier credit total is fine to share outside the business.
4. "Training new starters"
→ Trained 12 new starters in 2024 on receiving, PO checks and safe unloading, [how quickly did they reach full productivity, and did any go on to step up?].
5. "Health and safety walk-rounds"
→ Run daily health and safety walk-rounds on the receiving dock; no RIDDOR-reportable incidents on my shift in 2024 (site H&S report).
Questions to strengthen these
1. When you set up the discrepancy log, what was happening before it: were claims simply not being made?
2. How big was the pre-Christmas backlog (trailers or days behind), and how long did it take you to clear it?
3. How long does a new starter usually take to work unsupervised, and did your training change that?
4. Do you track dock-to-stock time or trailer turnaround? Even a rough before/after helps.
5. Have you covered for the shift manager or run the site on your own?
6. Any audit results (supplier compliance, stock accuracy) your team contributed to?
Best bullets for this role, in order of impact
1. Introduced a shared supplier discrepancy log in 2023 that turned missed shortages and damages into credit claims, recovering about £40,000 in the first year.
2. Lead a 9-person early-shift goods-in team receiving up to 35 trailers a day at peak.
3. Cleared the pre-Christmas receiving backlog [size and time taken], recognised in my annual appraisal.
4. Trained 12 new starters in 2024 on receiving, purchase-order checks and safe unloading.
5. Run daily health and safety walk-rounds; no RIDDOR-reportable incidents on my shift in 2024.
Best for: Turning an unmeasured achievement into a number you can defend in interview
You are a coach who helps candidates quantify their work without exaggerating. I know something I did made a difference, but I never measured it.
What I did: {{ACHIEVEMENT}}
What I can still find out or remember (volumes, before/after timings, team size, budgets, records, emails): {{AVAILABLE_INFO}}
Help me size it:
1. List the kinds of measure that could apply: time, money, volume, quality, risk, people, speed, scale.
2. For each, show me how to estimate it from what I can find or remember, step by step. Show the arithmetic so I can check it.
3. Tell me which estimates are defensible in an interview (I could explain how I got the number) and which aren't.
4. Write 3 versions of the bullet: one with a defensible approximate figure using honest wording ("about", "roughly", "over"), one using scale instead of an outcome ("for 40+ accounts"), and one with no number that is still concrete.
Rules: never round up beyond what the estimate supports, never present a team result as mine alone, and remind me to stop and check if any figure might be confidential to my employer.
Fill in: ACHIEVEMENT AVAILABLE_INFO
Ideal when someone tells you to 'add numbers' and you don't have any. Be ready to explain any figure you keep.
Best for: Writing strong bullets for support, admin, public-sector and care roles
Act as a resume writer who specializes in roles without sales figures: support, administration, public sector, education, healthcare support, research, operations and caring roles.
My role and setting: {{ROLE_DETAILS}}
What a normal week looked like: {{TYPICAL_WEEK}}
Moments I was proud of, praised for, or trusted with: {{PROUD_MOMENTS}}
Write 6-8 bullets that show impact without revenue numbers. Use these angles where my inputs support them:
- Scale: volume, frequency, number of people or cases.
- Trust: what I was given responsibility for and by whom.
- Quality: accuracy, compliance, audit results, complaints avoided.
- Improvement: processes I changed, and what changed afterwards.
- People: who I trained, supported or coordinated.
- Recognition: feedback, awards, promotions, being asked back.
Rules: no invented figures; where a number would help, show it as [number?] for me to fill in or delete. Avoid "responsible for", "duties included" and "helped with". Each bullet one line, about 20-30 words, past tense for past roles.
After the bullets, tell me which two are strongest and which kind of employer each would impress.
Fill in: ROLE_DETAILS TYPICAL_WEEK PROUD_MOMENTS
Good for public-sector, NHS, school, charity, admin and support roles where 'increased revenue by X' doesn't apply.
Best for: Building a first resume or CV from coursework, projects and part-time work
You are a university careers adviser who helps graduates and school leavers build their first professional resume (CV in the UK).
What I studied, where and my grade or expected grade: {{EDUCATION}}
Projects, dissertation, placements, internships: {{PROJECTS}}
Part-time jobs, volunteering, societies, sports, caring responsibilities: {{OTHER_EXPERIENCE}}
The kind of role I'm applying for: {{TARGET_ROLE}}
Do this:
1. Choose a section order that leads with my strongest evidence for this target (education first, or a projects section first, for example).
2. Write 2-3 bullets for each project or placement, showing what I did, the tools or methods used, and the outcome or what was produced.
3. Translate part-time work into evidence employers care about (customer handling, responsibility for cash or keys, training new staff, working under pressure) without making it sound grander than it was. Label unpaid or personal work honestly, for example "(volunteer)" or "personal project".
4. Suggest which modules or coursework to list, only if they match the target role.
5. Write a 2-sentence profile at the top.
Rules: use only what I've told you. Don't upgrade titles ("Team Lead" when I was a crew member), and don't invent grades or results. Keep it to one page.
Fill in: EDUCATION PROJECTS OTHER_EXPERIENCE TARGET_ROLE
List everything, even jobs you think are irrelevant. Retail and hospitality work often makes the strongest evidence.
Best for: Writing a skills section that matches the ad and is backed by evidence
Act as a hiring manager who skims the skills section to check the tools and methods match the job, and ignores lists of personality traits.
Job ad: {{JOB_AD}}
My resume or a list of my skills with where I've used each one: {{MY_SKILLS_EVIDENCE}}
Build my skills section:
1. Keep only hard skills, tools, methods, languages and certifications. Drop soft-skill words like "communication" and "teamwork"; show those through bullets instead.
2. Group them under 2-4 clear headings that fit this field (for example "Tools", "Methods", "Languages").
3. Order each group by relevance to the job ad.
4. Use the ad's spelling for each tool or term where I genuinely have it.
5. For every skill, check there is a bullet elsewhere in my resume that proves it. Flag any skill with no supporting evidence as "unsupported", so I can add proof or remove it.
6. Never add a skill I haven't listed. If the ad asks for something I don't have, put it in a separate "gaps" list.
Output: the skills section ready to paste, the unsupported list, and the gaps list. Avoid self-ratings like stars or percentage bars, since they can't be verified and often break ATS parsing.
Fill in: JOB_AD MY_SKILLS_EVIDENCE
Run after tailoring your bullets so the skills section and the experience section back each other up.
Cover Letters & Application Emails
A cover letter earns its place when it answers the questions a resume can't: why this company, why now, and how your experience fits the role. These prompts cover the standard tailored letter, career changers, referrals, speculative applications, graduates, the short email you send with a CV, and the supporting statements many UK and public-sector forms ask for. One critiques a letter you've already written. All of them work only from your real history and the ad you paste in.
Best for: Writing a specific, honest cover letter for one role
You are a hiring manager who has read hundreds of cover letters and remembers only the specific ones. Write my cover letter for this application.
Job ad: {{JOB_AD}}
My resume: {{MY_RESUME}}
Why I want this company and role specifically (my own words, however rough): {{MY_MOTIVATION}}
Hiring manager's name, if known: {{HIRING_MANAGER}}
Structure (250-350 words):
1. Opening: name the role and lead with the single strongest reason I fit, not "I am writing to apply".
2. Two short paragraphs, each matching one of the ad's top requirements to a specific achievement from my resume, with the result.
3. Why this company: use my motivation and any details from the ad. Don't invent facts about the company.
4. Close: a confident, simple line about next steps.
Rules:
- Only claims supported by my resume or motivation notes. If the ad's top requirement isn't covered by my history, address it honestly in one sentence (what I have that's closest, and how I'd close the gap) rather than pretending.
- No clichés ("passionate", "hit the ground running", "I believe I would be a great fit"), no repeating the resume line by line.
- Plain business tone that sounds like a person.
After the letter, list any statement I should double-check.
Fill in: JOB_AD MY_RESUME MY_MOTIVATION HIRING_MANAGER
If you don't know the hiring manager's name, write 'unknown' and the letter will use a neutral greeting.
Example output · Claude (example written by The Prompt Index)
Sample inputs
- JOB_AD: Customer Success Manager, Mid-Market, RouteNorth (route-planning software for regional freight and delivery fleets), Denver hybrid. Own a portfolio of 45-60 mid-market accounts; lead onboarding; run quarterly business reviews; monitor account health in Gainsight and act on risk; partner with Account Executives on renewals and expansion; be the voice of the customer to Product. Requirements: 2+ years in customer success, account management or a customer-facing SaaS role; experience owning renewal or retention outcomes; comfortable presenting to operations directors; data-driven, able to build and interpret health scores; Salesforce experience. Nice to have: logistics, transportation or field-service industry experience; Gainsight; basic SQL. $68,000-$82,000 base + 10% variable.
- MY_RESUME: Senior Support Specialist, Fieldline (field-service scheduling SaaS), Mar 2023-present; Support Specialist, Jun 2021-Mar 2023. Resolve about 40 tickets a day by email and chat for 300+ small-business customers; built and maintain a library of 60 macros, part of a team effort that cut median first response from 9 hours to 3 hours in 2023; led the migration of 120 help-center articles to Intercom; trained 5 new hires; since 2025, join CSM calls on 8 churn-risk accounts as the technical lead; personal CSAT 96% (team 94%); write a weekly bug summary for Product. Assistant Store Manager, Summit Outfitters, 2018-2021: scheduled 14 staff, handled escalations. BA Communication, Colorado State University. Tools: Zendesk, Intercom, Jira, Salesforce (viewing account records), Looker dashboards, Excel.
- MY_MOTIVATION: "Four years on the support side watching customers leave for reasons a CSM could have caught earlier. I want to own the relationship. Fieldline's customers are field-service businesses, close to RouteNorth's fleet customers. I liked that the ad calls CSMs the voice of the customer to Product; I already write a weekly bug summary."
- HIRING_MANAGER: Dana Whitfield, Director of Customer Success
Dear Ms. Whitfield,
Since 2025 I have been the support person Fieldline's customer success managers bring onto calls when an account is at risk of leaving. I'm applying for RouteNorth's Customer Success Manager, Mid-Market role because I want to own those relationships from the start rather than join once they're in trouble.
Since 2021 I've supported more than 300 small field-service businesses that schedule crews and vehicles every day, so I know the operational pressure your fleet customers work under. On calls for eight churn-risk accounts I have been the technical lead, working out what was really broken behind the complaints and agreeing a fix plan with the CSM. I'll be straightforward: I haven't yet owned a renewal number or a book of accounts. Those calls are the closest I've come, and they're why I'm sure this is the work I want.
Your ad asks for someone data-driven who can act on account health. My team cut median first response from nine hours to three in 2023, partly through a library of 60 macros I built and still maintain, and I track my own customer satisfaction against the team's (96% against 94%). I'm comfortable working from dashboards in Looker and would be keen to learn Gainsight's health scoring properly.
What drew me to RouteNorth was the line describing CSMs as the voice of the customer to Product. I already write a weekly summary of customer-reported bugs for Fieldline's product team, and I'd like to bring that habit to a role where it shapes renewals as well as fixes.
I'd welcome the chance to talk about how my support background would work in your mid-market team.
Sincerely,
Maya Brennan
Statements to double-check
- "More than 300 small field-service businesses": your resume says "300+ small-business customers". Confirm they are field-service firms before keeping that wording.
- "Agreeing a fix plan with the CSM": confirm that describes what you actually did on those calls.
- The 9-to-3-hour first response result was a team effort; the letter says "my team" and "partly", so keep that wording if you edit it.
- Use "Ms. Whitfield" only if you know her preferred title; "Dear Dana Whitfield" is a safe alternative.
Best for: Applying to a role in a new field and answering 'why you?'
Act as a career-change coach who writes cover letters for people moving into a new field. The reader's first question will be "why should we take a chance on someone without direct experience?" Answer it.
Job ad: {{JOB_AD}}
My background and the field I'm leaving: {{MY_BACKGROUND}}
What I've done to prepare for the new field (courses, projects, volunteering, overlap in my current job): {{PREPARATION}}
Why I'm making the change, honestly: {{REASON_FOR_CHANGE}}
Write a letter of 280-350 words:
1. Opening: state the move plainly and lead with the strongest overlap between my past and this role.
2. Translation paragraph: two or three achievements from my old field, described in the new field's language, with the link spelled out. Don't rename my past job titles.
3. Preparation paragraph: concrete evidence of commitment (what I built, learned or did), not just enthusiasm.
4. Why now and why here: a brief, credible reason that isn't negative about my old field or employer.
5. Close: confident and specific.
Rules: no claims of experience I don't have, no apologizing for the change, no "although I don't have direct experience" in the first paragraph. Afterwards, give me two lines the letter would struggle to defend in an interview, if any.
Fill in: JOB_AD MY_BACKGROUND PREPARATION REASON_FOR_CHANGE
Pair it with the 'Career Change Plan' prompt so your letter and your interview story match.
Best for: Making the most of an employee referral without overstating the relationship
You are a recruiter who receives referrals from employees. Write the note I'll send when someone has referred me, so the referral helps rather than looks like a favor.
The role and company: {{TARGET_ROLE}}
Who referred me, how I know them, and whether they've worked with me directly: {{REFERRER_DETAILS}}
My resume or the 3 most relevant achievements: {{RELEVANT_EXPERIENCE}}
Where this will be sent (application form, email to the hiring manager, internal referral system): {{CHANNEL}}
Write:
1. A cover letter or email of 180-250 words that mentions the referrer in the first sentence, says accurately how we know each other (never imply a closer working relationship than we had), and then makes the case on my own merits with two specific achievements.
2. A 3-sentence version for a referral form's free-text box.
3. A short thank-you message to the referrer, with an offer to keep them updated.
Rules: only use facts from my inputs, and don't quote anything the referrer said about me unless I gave you the exact words and they've agreed to be quoted.
Fill in: TARGET_ROLE REFERRER_DETAILS RELEVANT_EXPERIENCE CHANNEL
Check with your referrer before naming them, and ask how they'd like the connection described.
Best for: Approaching a company directly when no job is advertised
Act as a hiring manager at a small to mid-sized company who occasionally hires people who approach us directly, when they're specific about how they'd help.
Company and what I know about it (paste material from their site or news): {{COMPANY_INFO}}
The kind of role or work I'm proposing: {{PROPOSED_ROLE}}
My most relevant experience and results: {{RELEVANT_EXPERIENCE}}
Who I'm sending it to (name and title if known): {{RECIPIENT}}
Write:
1. A subject line under 10 words that names a specific area I could help with.
2. An email of 150-200 words: one sentence showing I've looked at their business (from my material only), one or two sentences on a problem or opportunity I could help with (framed as a guess, not a criticism), two achievements that show I can, and a small ask, such as a 15-minute call or being kept in mind.
3. A shorter LinkedIn message version under 300 characters.
4. One polite follow-up for 7-10 days later, under 60 words.
Rules: don't claim to know their internal challenges; say "I noticed" or "I imagine" for anything inferred. No attachments mentioned unless I say I'm attaching a CV.
Fill in: COMPANY_INFO PROPOSED_ROLE RELEVANT_EXPERIENCE RECIPIENT
Works best for smaller firms, agencies and start-ups. Send to a named person, not a generic inbox.
Best for: Writing the email body for an application sent by email
You are an experienced recruiter. Many applications go by email, and the body of that email is the first thing read. Write mine.
Role and where it was advertised: {{ROLE_AND_SOURCE}}
Recipient name and title, if known: {{RECIPIENT}}
My top 2-3 reasons I fit, taken from my resume: {{KEY_FITS}}
Attachments I'm including: {{ATTACHMENTS}}
Write:
1. A subject line that includes the job title (and reference number if the ad gives one) and my name.
2. An email body of 90-130 words: what I'm applying for, two specific reasons I fit, what's attached, and availability for a conversation.
3. A professional signature block with the details I should include (name, phone, email, LinkedIn URL, location if relevant) and what to leave out.
Rules:
- Don't repeat the cover letter if I'm attaching one; this email is the handshake, not the pitch.
- No "To whom it may concern" if a name is given, and no "Dear Sir/Madam" in any case; use a neutral greeting if no name is known.
- Use only the facts I provide.
Then give a checklist of 5 things to check before sending (file names, file format requested in the ad, spelling of the recipient's name, the right job title, a working link).
Fill in: ROLE_AND_SOURCE RECIPIENT KEY_FITS ATTACHMENTS
Name your attachment files clearly, for example 'Firstname-Lastname-CV.pdf'.
Best for: Getting a hiring manager's view of a cover letter before you send it
Act as a hiring manager reviewing applications for this role. Read my cover letter and tell me honestly what you'd think.
Job ad: {{JOB_AD}}
My cover letter: {{COVER_LETTER}}
Give me:
1. Your reaction after the first two sentences: keep reading or skim?
2. Does it answer the three questions you care about: can this person do the job, why do they want this job here, and what will they be like to work with? Score each 1-5 with the line that earns the score.
3. Generic lines: quote every sentence that could appear in anyone's letter for any job.
4. Unsupported claims: quote every claim about skills or personality that isn't backed by an example.
5. Missed opportunities: requirements in the ad the letter doesn't address, ranked by importance.
6. Length and tone: too long, too stiff, too casual, too eager?
7. A rewrite of the opening paragraph only, using only facts already in the letter, to show what better looks like.
Be specific and blunt. Don't invent achievements to fix the gaps; tell me what kind of evidence I should add.
Fill in: JOB_AD COVER_LETTER
Run this on your own draft or an AI draft before you send it. Fix the top three points and re-run.
Best for: Writing a first-job or graduate cover letter from limited experience
You are a graduate recruitment manager who knows entry-level applicants all have thin experience. The letters that stand out are specific about the little they have.
Job ad or graduate scheme description: {{JOB_AD}}
My education, projects, part-time work and activities: {{MY_EXPERIENCE}}
Why this employer and this role, in my own words: {{MY_MOTIVATION}}
Write a cover letter of 250-320 words:
1. Opening: the role, and one concrete reason I'm a good fit, drawn from a project, job or activity.
2. Evidence paragraph: two examples from my experience that map to the skills the ad lists (for example teamwork, analysis, customer handling), each with what I did and what happened.
3. Motivation paragraph: specific to this employer, using only what I've told you or what's in the ad.
4. Close: availability, and a simple confident ending.
Rules: don't oversell part-time jobs or student roles, don't claim experience I don't have, and avoid "I am a hard-working and passionate graduate". If the ad lists a requirement I don't meet, mention what I'm doing about it in one sentence or leave it out; never pretend.
After the letter, suggest one thing I could do this week to strengthen my application to this employer.
Fill in: JOB_AD MY_EXPERIENCE MY_MOTIVATION
Works for graduate schemes, internships, apprenticeships and first jobs.
Best for: Writing a supporting statement or form answers scored against a person specification
You are an experienced shortlisting panel member for employers that use application forms instead of resumes, such as UK public-sector bodies, the NHS, universities, charities and many large firms. Panels usually score the statement against each criterion in the person specification.
The person specification, or essential and desirable criteria: {{PERSON_SPEC}}
Word or character limit, and whether it's one statement or separate questions: {{WORD_LIMIT}}
My experience and examples (rough notes are fine): {{MY_EXAMPLES}}
Do this:
1. List every criterion in order, marked essential or desirable.
2. Match each criterion to the best example from my notes, or write "NO EXAMPLE" so I can decide whether to find one or leave it out.
3. Draft the statement using the criteria as headings, in the order given, unless the form says headings aren't allowed. Each part: a one-line claim, then a specific example of what I did and what happened.
4. Fit the limit: share the words in proportion to importance, essential criteria first.
5. Use the specification's own wording for each criterion so the panel can match it, but never claim a criterion my examples don't show.
Output: the criteria-to-example table, the draft with a word count, and the criteria I'm weakest on, with what kind of example would fix each.
Fill in: PERSON_SPEC WORD_LIMIT MY_EXAMPLES
Paste the person specification exactly as written. Panels often score each criterion separately, so cover them in order.
LinkedIn Profile
Recruiters search LinkedIn by job title, skills and location, then decide in seconds whether to open your profile. These prompts write a searchable headline, an About section that sounds like a person, and experience entries that match your resume without copying it. One audits your whole profile against the roles you want. They never add titles, dates or skills you can't back up.
Best for: Writing a searchable LinkedIn headline that's true to your experience
Act as a LinkedIn recruiter who searches for candidates by title, skill and sector every day. Write my headline.
Current or most recent title: {{CURRENT_TITLE}}
The roles I want to be found for: {{TARGET_ROLES}}
My specialism, sector or strongest proof point: {{SPECIALISM}}
Status (employed, open to work, freelancing, graduating): {{STATUS}}
Write 6 headline options under 220 characters each, in three styles:
- Two "title-first" options: the job title recruiters search for, then the specialism.
- Two "proof" options: title plus one concrete, true achievement or credential from my inputs.
- Two "transition" options: for when my current title differs from the roles I want; honest about where I am and where I'm going.
Rules:
- The target job title or a close variant must appear in the first 60 characters, since that's what shows in search results.
- Never claim a title I haven't held. "Aspiring X" is weak; "Y moving into X" or "X skills: A, B, C" is better.
- No emoji walls, no "guru", "ninja" or "rockstar".
Then recommend one and explain why in two sentences.
Fill in: CURRENT_TITLE TARGET_ROLES SPECIALISM STATUS
Update your headline and your current job title field together; recruiters see both.
Best for: Writing a LinkedIn About section that sounds like you and gets found
You are a writer who helps professionals write LinkedIn About sections that sound like a person, not a press release.
My story in rough notes (what I do, how I got here, what I'm good at, what I care about at work): {{ROUGH_NOTES}}
Two or three achievements I'm proud of, with any numbers I actually know: {{ACHIEVEMENTS}}
What I want readers to do (contact me about roles, see my work, collaborate): {{CALL_TO_ACTION}}
Tone I want (warm, direct, technical, understated): {{TONE}}
Write an About section of 180-260 words:
1. A first line that works on its own, since only the first couple of lines show before "see more".
2. What I do and for whom, in plain words.
3. The achievements, with the proof.
4. How I work or what I'm known for, shown through a specific detail rather than adjectives.
5. A short line of keywords people might search, written as a sentence, not a list of tags.
6. The call to action.
Rules: first person, short paragraphs, use only my facts, no "I'm a passionate, results-driven professional". If I'm open to work but employed, keep the wording discreet. Then give a 2-sentence version for a speaker bio or email signature.
Fill in: ROUGH_NOTES ACHIEVEMENTS CALL_TO_ACTION TONE
Read it aloud. If you wouldn't say it to someone at a work event, edit it.
Best for: Rewriting LinkedIn experience entries so they match your resume and get found
Act as a LinkedIn profile editor. My resume is tailored per application, but my LinkedIn profile has to work for every recruiter who finds me. Rewrite my experience entries for that.
My resume's experience section: {{RESUME_EXPERIENCE}}
The roles I want to be found for: {{TARGET_ROLES}}
For each role (most recent first):
1. Keep the exact title, employer and dates from my resume. They must match, because recruiters compare them.
2. Write a one-sentence context line: what the team or business does and my scope.
3. Write 3-5 achievement bullets, slightly more conversational than the resume, using only the facts on it.
4. Suggest up to 5 skills to attach to that role from LinkedIn's skills list, only where the role shows evidence for them.
5. Suggest media worth adding (a project write-up, a presentation, a published piece), only if my material mentions one.
For older or less relevant roles, keep entries short: one line of context and one or two bullets.
Finally, flag anything confidential (client names, internal figures) that's fine on a resume sent privately but risky on a public profile, and suggest a safer phrasing.
Fill in: RESUME_EXPERIENCE TARGET_ROLES
Matching titles and dates between your resume and LinkedIn avoids awkward questions in background checks.
Best for: Finding why recruiters aren't finding or contacting you on LinkedIn
You are a recruiter who sources candidates on LinkedIn. Audit my profile as if you'd just found it through a search for the roles I want.
My profile (copy the text of each section: headline, About, experience, skills, education, featured, any recommendations): {{PROFILE_TEXT}}
Target roles and locations: {{TARGET_ROLES}}
One or two job ads I'd apply to tomorrow: {{SAMPLE_JOB_ADS}}
Report:
1. Findability: which search terms from the sample ads appear in my headline, current title, About and skills, and which are missing. For each missing term, say whether my profile shows evidence I could add.
2. First-glance test: headline, photo status (I'll tell you), current role. Would you click?
3. Section-by-section fixes, most important first, quoting the text at fault.
4. Consistency: anything that contradicts what a resume or application would say (titles, dates, gaps).
5. Credibility: claims without evidence, and where a recommendation, featured item or post would help.
6. A 30-minute fix list and a 2-hour fix list.
Don't suggest adding skills, titles or achievements that my profile doesn't support.
Fill in: PROFILE_TEXT TARGET_ROLES SAMPLE_JOB_ADS
Paste text section by section. LinkedIn's layout changes often, so this works on content, not the interface.
Networking, Outreach & Follow-Ups
Many hires start with a conversation rather than an application. These prompts write short messages people actually answer: informational interview requests, referral asks, replies to recruiters, and reconnecting with old colleagues. They also cover the follow-up after an application goes quiet and the reply to a rejection. Each message is brief, specific and easy to say yes to.
Best for: Asking a stranger or loose contact for a short career conversation
Act as a career coach who teaches people to network without being awkward. Write a message asking someone for a short informational conversation.
Who they are (name, role, company, how I found them): {{CONTACT_DETAILS}}
Any connection between us (shared employer, university, group, mutual contact, their post I read): {{CONNECTION}}
What I'm exploring and what I'd like to learn from them specifically: {{MY_GOAL}}
Channel (LinkedIn connection note, LinkedIn message, email): {{CHANNEL}}
Write:
1. The first message, sized for the channel (LinkedIn connection notes have a short character limit; keep that version under 300 characters). It should mention the connection, a specific reason I chose them, and a small, easy ask: 15-20 minutes, on their schedule.
2. A follow-up for 7-10 days later if there's no reply, under 50 words.
3. Five questions to ask in the call that can't be answered by their website, and one I should not ask (don't ask for a job in this call).
4. A thank-you message to send the same day, with a way to stay in touch.
Rules: no flattery, no attaching a resume to the first message, and no claiming a connection that's stronger than it is.
Fill in: CONTACT_DETAILS CONNECTION MY_GOAL CHANNEL
Aim for people one or two levels above the role you want, not the most senior person at the company.
Best for: Asking someone you know for an employee referral without making it awkward
You are a career coach. Write a referral request to a former colleague or contact who now works at a company I want to join.
The contact and our history (how we worked together, when, how close): {{CONTACT_HISTORY}}
The role I'm interested in (title, link or reference): {{TARGET_ROLE}}
Why I'm a good fit, in 2-3 points from my real experience: {{FIT_POINTS}}
Write:
1. A message of 100-150 words that reconnects naturally, names the specific role, asks whether they'd feel comfortable referring me, and makes it easy to say no ("no worries at all if it's not the right time").
2. A short "blurb" of 3-4 sentences they can paste straight into their internal referral form, written in neutral third person, using only my facts.
3. A version for a weaker connection (someone I met once or know through a group): ask for advice about the team rather than a referral.
4. A thank-you message for after they refer me, and a short update message for when I hear back, whatever the result.
Rules: don't overstate how well we know each other or claim they know my work if they don't.
Fill in: CONTACT_HISTORY TARGET_ROLE FIT_POINTS
Attach or link your resume only after they agree. Many companies pay referral bonuses, but don't mention that.
Best for: Answering recruiter outreach quickly while protecting your position
Act as a candidate coach who knows how agency and in-house recruiters work. Help me reply to a recruiter's message.
The recruiter's message: {{RECRUITER_MESSAGE}}
My situation and interest level (keen, curious, not now, not interested): {{MY_INTEREST}}
What I need to know before going further (salary range, location, remote policy, the client company, contract type): {{MY_QUESTIONS}}
Write three replies so I can choose:
A. Interested: thank them, ask my key questions, and propose times to talk. Ask for the salary range before I share my own figure.
B. Not now, but stay in touch: brief, warm, with the kinds of roles I would want in future.
C. Decline: polite and short.
Rules for all versions:
- Under 120 words each.
- Don't share my current salary; in some places employers can't ask for it, and either way a range for the role is the better starting point.
- If it's an agency recruiter, ask which company it is before agreeing to send a CV, and ask them not to send my CV anywhere without my permission each time.
Then give me 3 signs, quoted from their message, of whether this recruiter has read my profile or is mass-messaging.
Fill in: RECRUITER_MESSAGE MY_INTEREST MY_QUESTIONS
Keep a note of which recruiter has sent your CV where, so you're not submitted twice to the same company.
Best for: Warming up dormant professional contacts without an awkward ask
You are a networking coach for people who hate networking. Help me get back in touch with people I've lost contact with, before I ask anyone for anything.
People I want to reconnect with (name, how I know them, when we last spoke, anything I know they've done since): {{CONTACT_LIST}}
What I'm doing now and what I'm looking for: {{MY_SITUATION}}
For each person, write a short message of 40-80 words that:
- Mentions something real and specific: a project we shared, a post of theirs, a new job I saw.
- Shares a one-line update about me.
- Asks one easy question about them.
- Doesn't ask for a job or referral. That can come later, if the conversation goes somewhere.
Then give me:
1. A light schedule: how many to send per week, and when to follow up.
2. Rules for when it's appropriate to mention my job search, and a natural line to do it.
3. Two ways to add value back (an introduction, an article, a congratulations) so the relationship isn't one-way.
Rules: only use details I've provided about each person. If I've given you nothing specific, write a placeholder like [shared memory] rather than inventing one.
Fill in: CONTACT_LIST MY_SITUATION
Start with five people. A reply rate is much higher when the message mentions something real you shared.
Best for: Chasing an application or interview result without sounding desperate
Act as an in-house recruiter who juggles many open roles and sometimes forgets to update candidates. Write the follow-up that would get my attention politely.
Role, company and date I applied (or interviewed): {{APPLICATION_DETAILS}}
Stage reached (applied, phone screen, first interview, final interview, offer pending): {{STAGE}}
Who I've been in contact with, and anything they said about timelines: {{CONTACT_AND_TIMELINE}}
Any genuine update I could add (new result, competing offer timeline, availability change): {{NEW_INFO}}
Write:
1. When to send it: how long to wait for this stage, based on any timeline they gave.
2. The follow-up email, 60-110 words: role, date, a one-line reminder of fit or a new relevant point, and a simple question about next steps.
3. A second, final follow-up for later, under 60 words, that closes the loop gracefully.
4. If I have a competing offer, a version that mentions it truthfully and asks whether they can share a timeline, without making it an ultimatum.
Rules: no guilt-tripping, no "just checking in" as the opening line, and don't claim a competing offer or deadline I haven't got.
Fill in: APPLICATION_DETAILS STAGE CONTACT_AND_TIMELINE NEW_INFO
Only mention a competing offer if it really exists; recruiters often ask for details.
Best for: Replying to a job rejection and turning it into something useful
You are a career coach. I've been turned down, and I want to respond in a way that keeps the door open and might get me useful feedback.
The rejection message: {{REJECTION_MESSAGE}}
Stage reached and who I met: {{STAGE_AND_PEOPLE}}
Whether I'd still want to work there: {{FUTURE_INTEREST}}
Write:
1. A reply of 60-100 words that thanks them, shows no bitterness, says I'd welcome future opportunities (if true) and asks one specific feedback question. Specific questions get answers more often than "any feedback?", for example "Was there an area where another candidate's experience was stronger?"
2. A shorter version if I reached only the application stage.
3. A LinkedIn connection note to the hiring manager or interviewer, under 300 characters, only appropriate if I reached interview.
Then help me learn from it:
4. Five questions I should ask myself about this application, given the stage it ended at. Rejection after applying usually points to targeting or the resume; rejection after interview usually points to answers or fit.
5. A short note template to record what happened, so patterns become visible across applications.
Don't speculate about the real reason for the rejection.
Fill in: REJECTION_MESSAGE STAGE_AND_PEOPLE FUTURE_INTEREST
Many employers won't give detailed feedback for legal reasons. A gracious reply still helps if a similar role opens.
Interview Prep & Mock Interviews
Good interview answers come from real stories, prepared in advance. These prompts predict the questions an ad points to, build a bank of STAR stories from your own experience, and run a mock interview one question at a time with honest scoring. They also cover the questions you dread, competency-based and panel formats, and the thank-you note. Practice out loud: an answer that reads well can still sound stiff when spoken.
Best for: Knowing what an interview will cover before you start preparing answers
Act as an experienced hiring manager who writes interview plans from job descriptions. Predict what I'll be asked.
Job ad: {{JOB_AD}}
My resume: {{MY_RESUME}}
Interview stage and format (phone screen, video, panel, technical, final): {{INTERVIEW_FORMAT}}
Produce:
1. The 5 competencies or skills this interview is most likely to test, each tied to the line in the ad that suggests it.
2. 15 likely questions: a mix of motivation ("why this role?"), behavioral ("tell me about a time..."), situational ("what would you do if...") and role-specific technical questions. Label each type.
3. The 5 questions my resume will provoke: gaps, short stints, career changes, a missing requirement, a step down or up. For each, say what the interviewer is really worried about.
4. For each likely question, which experience from my resume would make the best answer, or "no obvious example" if none fits.
5. The three questions I'm least prepared for, based on the above, so I can start there.
Don't write the answers yet, and don't make up company-specific details about how they interview.
Fill in: JOB_AD MY_RESUME INTERVIEW_FORMAT
Follow up with the STAR Story Bank prompt to prepare answers for the questions flagged.
Best for: Preparing reusable, true examples for behavioral interview questions
You are an interview coach. Help me build a bank of STAR stories (Situation, Task, Action, Result) from my real experience, so I can answer most behavioral questions with a prepared example.
My work history and notable moments (projects, problems, conflicts, mistakes, wins): {{EXPERIENCE_NOTES}}
The role I'm interviewing for and its key competencies: {{TARGET_ROLE}}
Do this:
1. Pick 6-8 moments from my notes that together cover the common themes: achievement, problem-solving, conflict, failure or mistake, leadership or influence, working under pressure, a change I drove, and a customer or stakeholder win.
2. Write each as a STAR story of about 150-200 spoken words: brief situation and task, most of the words on my actions (using "I", not "we", where I did it), and a result with what I learned.
3. For each story, list the 3-5 question types it can answer.
4. Where a story is missing detail, mark it with [detail needed: ...] instead of inventing it. Never make up the result.
5. Show a coverage grid: competencies in rows, stories in columns, so I can see gaps.
Rules: keep each story true to my notes. If my notes don't support a theme, say so; don't fabricate a story to fill it.
Fill in: EXPERIENCE_NOTES TARGET_ROLE
The more raw notes you give, the better. Rehearse each story out loud in about 2 minutes.
Best for: Preparing a confident spoken answer to the opening interview question
Act as an interview coach who helps candidates nail the opening question, which sets the tone for the whole interview.
The role and company: {{TARGET_ROLE}}
My background in brief (career path, current role, key achievements): {{MY_BACKGROUND}}
Why I want this role: {{MY_MOTIVATION}}
Write three versions to be spoken aloud:
A. A 60-second version for a phone screen.
B. A 90-120 second version for a main interview.
C. A version for a career changer or someone returning to work, if that applies to me; otherwise, a version that leads with a specific achievement.
Each should follow present-past-future: what I do now, the relevant path that got me here (one or two highlights with results, not a job-by-job tour), and why this role is the logical next step.
Rules:
- Written for speech: short sentences, natural rhythm, no lists.
- Only facts from my inputs. No hobbies or personal life unless I've included them.
- End with a line that hands the conversation back to the interviewer.
After the versions, give me 3 delivery tips and the word count of each version, so I can time it.
Fill in: TARGET_ROLE MY_BACKGROUND MY_MOTIVATION
Practice it out loud with a timer. Learn the shape, not the exact words, or it will sound memorized.
Best for: Rehearsing a realistic interview with honest scoring at the end
Act as the interviewer for this role and run a realistic mock interview with me.
Role and company: {{TARGET_ROLE}}
Job ad or key requirements: {{JOB_AD}}
Interview type (phone screen, competency-based, panel, technical, final with a senior leader): {{INTERVIEW_TYPE}}
Difficulty (friendly, realistic, tough): {{DIFFICULTY}}
How to run it:
1. Introduce yourself briefly as the interviewer, then ask one question and wait for my answer. Never ask more than one question at a time, and never answer for me.
2. Ask 6-8 questions in a realistic order: opener, motivation, competency and behavioral questions, one role-specific question, then "do you have any questions for us?"
3. Ask a follow-up probe whenever my answer is vague, lacks a result or uses "we" where you need to know what I did.
4. Stay in character until the end.
After the final question, step out of character and give me:
- A score from 1-5 for each answer on relevance, structure, evidence and conciseness, with one line on why.
- The best moment and the weakest moment, quoting me.
- A rewrite of my weakest answer using only facts I mentioned during the interview.
- Three things to practice before the real interview.
Fill in: TARGET_ROLE JOB_AD INTERVIEW_TYPE DIFFICULTY
Answer as you would in the room. Many assistants have a voice mode, which makes this much closer to the real thing.
Best for: Tightening a prepared answer before the interview
You are an interview coach who gives precise, honest feedback. Review the answer I've prepared.
The interview question: {{QUESTION}}
My drafted answer (written as I'd say it): {{MY_ANSWER}}
The role I'm interviewing for: {{TARGET_ROLE}}
Assess:
1. Does it actually answer the question asked? Quote anything that drifts.
2. Structure: is there a clear situation, my actions and a result? Is too much time spent on the background?
3. Ownership: count the times I say "we" where the interviewer needs to know what I did.
4. Evidence: is the result specific? If it's vague, ask me what really happened. Don't invent an outcome.
5. Length: estimate the spoken time. Aim for about 1.5 to 2 minutes for behavioral questions.
6. Risky lines: anything that could sound negative about a past employer, arrogant, or raise a new concern.
Then:
- Rewrite the answer using only facts in my draft, keeping my voice.
- Give a 30-second version for a follow-up or a quick-fire round.
- Suggest one follow-up question an interviewer might ask next, and how I should handle it.
Fill in: QUESTION MY_ANSWER TARGET_ROLE
Write your answer the way you speak, not the way you'd write an essay. Use one prompt per question.
Best for: Preparing truthful answers to awkward interview questions
Act as an interview coach who specializes in difficult questions. I need honest, composed answers to the questions I'm worried about.
The questions I dread and the true story behind each (for example, why I left my last job, a gap, being made redundant or dismissed, a weakness, a short stint, being overqualified): {{DREADED_QUESTIONS}}
The role I'm interviewing for: {{TARGET_ROLE}}
For each question:
1. What the interviewer is really trying to find out.
2. An answer of 45-75 spoken seconds that is truthful, brief about the difficult part, shows what I learned or changed, and moves to why I'm ready for this role.
3. Lines to avoid: blaming others, oversharing, or a fake weakness like "I work too hard".
4. A likely follow-up question, and a short answer for it.
Rules:
- Never suggest lying, hiding a dismissal on a form that asks directly, or inventing a reason.
- Health, family and other personal matters can stay private; show me how to set a boundary politely.
- For a weakness question, use a real, job-relevant weakness from my notes and a concrete step I'm taking.
End with a 2-line reminder of how to sound calm when the question comes.
Fill in: DREADED_QUESTIONS TARGET_ROLE
Rehearse these more than any other answers. A calm, brief response matters more than perfect wording.
Best for: Preparing interview questions that show interest and test fit
You are a hiring manager who notices which candidates ask good questions. Help me prepare mine.
Role, team and company: {{TARGET_ROLE}}
What I've learned so far (from the ad, research and earlier interviews): {{WHAT_I_KNOW}}
What matters most to me in my next job (growth, stability, manager style, flexibility, pay progression): {{MY_PRIORITIES}}
Interview stage and who I'll meet: {{STAGE_AND_INTERVIEWERS}}
Give me:
1. 10 questions sorted by who they suit: a recruiter, the hiring manager, a peer, a senior leader.
2. For each, what a good and a worrying answer would sound like.
3. Three questions that test my priorities without sounding demanding (for example, how to ask about flexibility or workload).
4. Questions to avoid at this stage, and why, such as asking things already answered on their website.
5. A closing question that invites them to raise any doubts about my fit, so I can address them before I leave.
Rules: don't invent facts about the company; build questions from my inputs. Keep each question under 25 words.
Fill in: TARGET_ROLE WHAT_I_KNOW MY_PRIORITIES STAGE_AND_INTERVIEWERS
Pick 3-4 for each interview and write them down. Asking none is the most common mistake.
Best for: Preparing scored competency answers for public-sector and graduate interviews
Act as an assessor on a competency-based interview panel, such as those used in the UK public sector, the NHS, local government, large employers and graduate schemes. These interviews score answers against named competencies or behaviours.
The competencies, behaviours or values listed in the job pack: {{COMPETENCIES}}
The role and grade or level: {{TARGET_ROLE}}
My experience notes for each competency: {{EXPERIENCE_NOTES}}
For each competency:
1. Explain in plain words what a strong answer shows at this level.
2. Choose the best example from my notes and outline it as a STAR answer of about 250-300 spoken words, with most of the words on my actions.
3. Point out the "indicators" my answer covers and any it misses.
4. Mark missing detail as [detail needed: ...]. Never invent actions or results.
5. Write two probing follow-up questions an assessor might ask.
Then give me a one-page summary sheet: competency, example title, three trigger words to remember it by. Note that some panels score strictly against their own framework, so I should check the exact wording in the job pack and the employer's guidance.
Fill in: COMPETENCIES TARGET_ROLE EXPERIENCE_NOTES
Paste the exact behaviour or competency wording from the job pack, as panels score against it closely.
Best for: Sending a specific post-interview thank-you that reinforces your fit
You are a career coach. Write the thank-you message I'll send after my interview. A good one reinforces my fit and corrects anything I fumbled.
Role, company and interview date: {{INTERVIEW_DETAILS}}
Who interviewed me and anything specific each person discussed: {{INTERVIEWERS}}
The strongest moment and the weakest moment of the interview: {{HIGHS_AND_LOWS}}
Write:
1. A thank-you email of 90-140 words to the main interviewer: thanks, one specific detail from our conversation, one sentence reinforcing my fit, and a brief clarification of the weakest moment if a sentence would genuinely help (otherwise skip it).
2. A shorter variant for each additional interviewer, each referencing something different, so they don't receive identical notes.
3. A subject line.
4. Timing advice: usually within 24 hours.
Rules: don't add achievements I didn't mention in the interview or that aren't true; don't sound anxious; don't ask about the decision timeline unless they didn't give one. Use only details I've provided about what was discussed.
Fill in: INTERVIEW_DETAILS INTERVIEWERS HIGHS_AND_LOWS
Write down what each interviewer talked about straight after the interview, while you still remember.
Best for: Building a focused prep plan for a technical test, case study or presentation
Act as a senior practitioner in my field who runs technical or case interviews. Build my preparation plan.
Role, level and field: {{TARGET_ROLE}}
What I know about the format (live coding, take-home, case study, presentation, portfolio review, practical test): {{FORMAT_DETAILS}}
My current strengths and weak spots in the technical areas: {{SKILL_SELF_ASSESSMENT}}
Days until the interview and hours available: {{TIME_AVAILABLE}}
Produce:
1. The topics most likely to be tested, based on the role and the format, ranked by priority for my weak spots.
2. A day-by-day plan that fits my time, mixing review and timed practice.
3. Five practice tasks or questions at the right level, without answers, so I can attempt them first. Offer to review my answers afterwards.
4. How to think out loud: a simple structure for talking through a problem, so the interviewer can follow my reasoning even if I get stuck.
5. What to do if I don't know something: an honest phrase to use and how to reason from what I do know.
Don't claim to know this company's exact questions. If the format is unclear, list the questions I should ask the recruiter about it.
Fill in: TARGET_ROLE FORMAT_DETAILS SKILL_SELF_ASSESSMENT TIME_AVAILABLE
Ask the recruiter about the format first; most will tell you what tools, length and level to expect.
Salary, Offers & Negotiation
Negotiation goes better with real numbers and a script. These prompts build a salary range from data you gather, prepare an answer to the expectations question, and write a counteroffer email and call plan. They also compare two offers on more than base pay, and help you decline or resign without burning bridges. The AI never invents market rates: you bring the figures and it does the reasoning.
Best for: Turning salary research into a defensible range before you negotiate
You are a compensation analyst. Help me work out a realistic salary range for this role using data I collect, not figures you remember, since salary data from memory may be outdated or wrong.
Role, level and location (or remote region): {{TARGET_ROLE}}
Data I've gathered (posted salary ranges, salary survey figures, salary sites, what contacts have told me), with sources and dates: {{SALARY_DATA}}
My current or last pay and benefits, if relevant: {{CURRENT_PACKAGE}}
Do this:
1. Put the data points in a table: source, figure, date, location, how comparable it is (exact match, close, loose).
2. Discard or down-weight data points that are old, for a different level or for a different location, and say why.
3. Calculate a range: a low, a target and a stretch figure, showing the arithmetic, and explain which data points drive each.
4. Tell me how confident this range is, and which one or two extra data points would improve it most.
5. List non-salary items worth valuing (bonus, pension or 401(k) match, equity, leave, flexibility, training budget) and how to compare them roughly.
Don't add salary figures I haven't provided. If my data is too thin to give a range, say so.
Fill in: TARGET_ROLE SALARY_DATA CURRENT_PACKAGE
Collect at least five data points first. Job ads with posted ranges for similar roles are a good source.
Best for: Handling the salary question without anchoring yourself low
Act as a negotiation coach for job seekers. I need to be ready for the salary expectations question, in an application form or a live conversation.
The role and stage (application form, recruiter screen, hiring manager, offer stage): {{ROLE_AND_STAGE}}
My researched range and how I got it: {{MY_RANGE}}
Whether the ad lists a salary range: {{POSTED_RANGE}}
Where I am (country, state or region): {{LOCATION}}
Give me:
1. Spoken answers for three situations: they ask early and I want to defer; they push for a number; and they ask for my current salary. Each under 50 words.
2. A short note on current-salary questions: in some jurisdictions employers aren't allowed to ask for salary history, so tell me to check the rule where I live rather than stating it as fact.
3. How to give a range that protects me: anchor it on my research, with my target near the bottom of the range I state.
4. What to write in an application form that demands a single number.
5. Two mistakes that lower offers, and how to avoid them.
Rules: work from my range only. Don't invent market data or promise outcomes. Keep the tone confident and friendly, not combative.
Fill in: ROLE_AND_STAGE MY_RANGE POSTED_RANGE LOCATION
Prepare this before the first recruiter call. The question often comes in the first ten minutes.
Best for: Writing a polite, evidence-based salary counteroffer
You are an experienced negotiator who helps candidates negotiate offers without damaging the relationship. Write my counteroffer.
The offer (base salary, bonus, benefits, start date, title): {{OFFER_DETAILS}}
What I'm asking for and the evidence behind it (salary data, a competing offer, specific skills, responsibilities beyond the ad): {{MY_ASK_AND_EVIDENCE}}
My walk-away point and what I'd accept instead of more salary (signing bonus, extra leave, earlier review, flexibility): {{FLEXIBILITY}}
Who I'm writing to: {{RECIPIENT}}
Write:
1. An email of 150-220 words: genuine enthusiasm first, then one clear ask with a specific figure, a brief reason based on my evidence, an alternative if the base can't move, and an easy next step (a call).
2. A subject line.
3. A short version I could say on a call.
4. What to reply if they say "this is our best offer", in two versions: one that accepts gracefully and one that asks for a non-salary item instead.
Rules: only mention a competing offer if I've listed one, and never exaggerate it. No ultimatums unless I've said I'll walk away. Keep the figures exactly as I give them.
Fill in: OFFER_DETAILS MY_ASK_AND_EVIDENCE FLEXIBILITY RECIPIENT
Negotiate once, clearly. Get the final offer in writing before you resign from your current job.
Example output · Claude (example written by The Prompt Index)
Sample inputs
- OFFER_DETAILS: Customer Success Manager, Mid-Market at RouteNorth; $72,000 base + 10% variable; standard benefits; 15 days PTO; start December 1
- MY_ASK_AND_EVIDENCE: $78,000 base. The posting listed $68,000-$82,000. In the final interview Dana said I'd take a 50-account book, at the top of the 45-60 range in the ad. I bring 4 years of SaaS support with field-service customers and churn-risk account work. No competing offer.
- FLEXIBILITY: walk-away $74,000. Would accept $75,000 plus a $3,000 signing bonus, or $75,000 with a salary review at 6 months.
- RECIPIENT: Dana Whitfield, Director of Customer Success
Subject: Customer Success Manager offer: one question on base salary
Hi Dana,
Thank you for the offer. I'm excited about joining RouteNorth and taking on the mid-market book, and I'd like to get the details settled so I can say yes.
The one thing I'd like to discuss is the base salary. Given the 50-account portfolio we talked about in the final interview, which sits at the top of the range in the posting, and the field-service customer experience I'd bring from day one, I'm asking for a base of $78,000. That is within the $68,000-$82,000 range advertised for the role.
If there's less room on base, I'd be glad to look at alternatives, such as a signing bonus or a salary review after six months tied to the portfolio's results.
Everything else in the offer works well for me, including the December 1 start, and I've enjoyed every conversation with the team so far. Would you have 15 minutes this week for a quick call?
Thanks again,
Maya
(Body: 154 words, excluding greeting and sign-off.)
Call version
"Thanks again, Dana, I'm really keen to join. The one thing I'd like to talk about is base salary. Given the 50-account book, which is at the top of the range in the ad, and the field-service experience I'd bring, I'm asking for $78,000, which is inside the posted range. If base is tight, I'm open to a signing bonus or a six-month review."
If they say "this is our best offer"
A. Accept gracefully: "I understand, and thank you for checking. I'm happy to accept at $72,000. I'm looking forward to getting started on December 1."
(Your walk-away is $74,000, so only use this version if you decide $72,000 is acceptable after all. Otherwise say you'd like a day to consider.)
B. Ask for a non-salary item: "I understand the base is set. Would a salary review at six months be possible, so we can revisit it once you've seen my results with the portfolio? That would let me accept today."
Note: the email deliberately doesn't name your $74,000 minimum or the $75,000 fallback. Keep those for the call, and get the final terms in writing before you resign from Fieldline.
Best for: Rehearsing a salary or offer negotiation call step by step
Act as a negotiation coach preparing me for a live call about my job offer.
The offer as it stands: {{OFFER_DETAILS}}
My target, my minimum, and my evidence: {{MY_POSITION}}
Things I could trade on (start date, title, remote days, leave, review timing, training): {{TRADEABLES}}
What I know about the other side's constraints (budget bands, timing, how keen they seem): {{THEIR_CONSTRAINTS}}
Prepare:
1. An opening of 3-4 sentences: thanks, enthusiasm, then my ask with the reason.
2. A decision tree: what to say if they say yes, if they offer a partial increase, if they say the band is fixed, if they ask for time, or if they ask me to decide on the spot.
3. A priority list of tradeables, with the order I should introduce them.
4. Phrases for silence and pressure (for example, "Let me think about that and come back to you tomorrow").
5. Three questions that uncover flexibility ("Is there flexibility in the sign-on or in the first review date?").
6. A short summary email to send after the call confirming what was agreed.
Rules: use only my figures. Keep the tone collaborative; we're solving how to make this work, not winning a fight.
Fill in: OFFER_DETAILS MY_POSITION TRADEABLES THEIR_CONSTRAINTS
Rehearse the opening line out loud. Have the plan in front of you on the call.
Best for: Choosing between two offers using everything, not just salary
You are a career adviser who helps people choose between offers rationally. Compare these two offers with me.
Offer A details (pay, bonus, benefits, pension or retirement match, equity, leave, location, commute, hybrid days, title, team, manager impression): {{OFFER_A}}
Offer B details (same headings): {{OFFER_B}}
My priorities, ranked, and anything that would be a dealbreaker: {{MY_PRIORITIES}}
Do this:
1. A side-by-side table of every item I've given.
2. A rough annual value comparison of the money items, showing the arithmetic. Treat bonus and equity separately because they're uncertain; ask me how likely the bonus is rather than assuming it pays in full.
3. Non-money factors scored against my ranked priorities, with my own words as evidence.
4. Risks for each: company stability signals I've mentioned, unclear terms, probation length, missing details I should ask about.
5. Questions to ask each employer before deciding.
6. A recommendation, clearly labelled as one view, plus the scenario in which the other offer would be the better choice.
Use only figures I've provided. If something is missing, list it instead of estimating it. This is not financial or tax advice.
Fill in: OFFER_A OFFER_B MY_PRIORITIES
Get both offers in writing before comparing. Ask each employer to clarify anything listed as missing.
Best for: Turning down an offer gracefully without burning the bridge
Act as a career coach. I've decided to turn down a job offer, and I want to do it in a way that leaves a good impression.
The company, role and who made the offer: {{OFFER_DETAILS}}
My real reason (another offer, the package, the role, timing, personal): {{MY_REASON}}
How much of that reason I'm happy to share: {{SHARE_LEVEL}}
Whether I'd like to be considered for future roles: {{FUTURE_INTEREST}}
Write:
1. An email of 80-130 words: thanks, a clear decision in the first two sentences, a short honest reason at the level I'm comfortable sharing, appreciation for their time, and (if true) interest in staying in touch.
2. A version for a phone call, in case I want to call first, which is often appreciated after a final-stage offer.
3. A short LinkedIn note to the hiring manager, under 300 characters, if we built a good rapport.
4. What to say if they come back with an improved offer and I'm still not interested, and if I am.
Rules: no false reasons, and no hints that I'd accept if they paid more unless that's true. Keep it gracious; industries are smaller than they look.
Fill in: OFFER_DETAILS MY_REASON SHARE_LEVEL FUTURE_INTEREST
Decline as soon as you've decided. Keeping an offer open while you wait can damage the relationship.
Best for: Resigning cleanly and leaving a handover your team will thank you for
You are an HR adviser helping me resign professionally once I have a signed offer.
My role, manager's name and notice period (from my contract): {{ROLE_AND_NOTICE}}
My last working day, if agreed or proposed: {{LAST_DAY}}
What I'm responsible for that needs handing over: {{RESPONSIBILITIES}}
Anything sensitive (a counteroffer risk, a difficult manager, leaving for a competitor): {{SENSITIVITIES}}
Write:
1. A short, formal resignation letter (under 150 words): role, notice, proposed last day, thanks, and an offer to help with handover. No reasons or complaints needed.
2. Talking points for the conversation with my manager before I send the letter: what to say first, how to respond to "why?" and to a counteroffer.
3. A handover plan table: responsibility, status, key contacts, where documents live, who takes it over (to be agreed), and due date.
4. A checklist for my final weeks: returning equipment, personal files only, accrued leave, final pay, references, and a goodbye message.
Rules: tell me to check my contract and local employment law for notice, garden leave and restrictive clauses, rather than stating terms as fact. Keep the tone positive regardless of how I feel about leaving.
Fill in: ROLE_AND_NOTICE LAST_DAY RESPONSIBILITIES SENSITIVITIES
Resign only after you've accepted a written offer and any conditions (such as references or checks) are met.