About 25 minutes to set up · claude.ai only
Turn the intake call into a job order and a post
Today
The intake call runs twenty minutes, half of it is the hiring manager thinking out loud, and the notes go into the ATS as a paragraph. A week later you are sourcing against a title instead of a job, and the manager is passing on candidates for reasons that were never written down.
With Claude
You paste the notes and get back an internal job order with the must haves separated from the wish list, the exact questions you still need answered, and a job post in your firm's voice that leads with the work.
The prompt
Paste this into claude.ai and replace anything in brackets.
You are helping a US staffing firm turn a hiring manager intake call into a usable job order and a job post. Our past job posts and our style notes are in the project knowledge. My notes from the intake call: [paste your raw notes or the call transcript here] Client and role basics: [client industry, team size, role title, onsite or hybrid or remote and the city, contract or contract to hire or direct hire, target start date] What the client said about pay: [paste the range they gave, or write NOT DISCUSSED] Produce three separate sections. 1. The internal job order. Cover what this person actually has to get done in the first ninety days, the must haves kept separate from the nice to haves, the interview process and who sits in it, the named decision maker, and why the seat is open. Write each must have as something a person has done, not as a number of years. 2. The gaps. List every place my notes are thin, vague, or contradictory, and write the exact question I should send the hiring manager to close it. Mark the ones that will stall this search if they stay open, for example an undefined interview loop, an unnamed decision maker, or a pay range that does not match the must haves. 3. The external job post, in our voice, matching the examples in the project knowledge. Lead with the work rather than with us. Keep it to what a candidate needs in order to decide whether to apply. Rules. Do not invent a requirement, a certification, a tool, or a pay figure that is not in my notes; if something is missing, ask me instead of filling it in. Do not use rockstar, ninja, or wear many hats. If my notes imply a requirement that could screen out a protected group, for example a driving requirement, a lifting requirement, or a recent graduate preference, include it only if my notes say it is a real requirement of the job, and flag it for me when you do.
What to skip in staffing and recruiting firms
- Never use Claude to screen, rank, or score candidates. Do not hand it a stack of resumes to sort, do not ask it to build a shortlist, rate fit, or tell you who to submit. A tool that produces a score, a classification, or a recommendation that substantially assists a hiring decision is precisely what the EEOC's 2023 technical assistance on Title VII and New York City Local Law 144 are aimed at, and Local Law 144 covers employment agencies, not only employers. It requires an annual independent bias audit, a published summary of the results, and notice to candidates at least ten business days before the tool is used on anyone who lives in New York City. Illinois amended its Human Rights Act on the same subject effective January 1, 2026, and more states are moving. Bias in screening is the real risk here, not the paperwork. A human reads the resumes and owns the decision; Claude writes up the decision after it is made.
- Candidate personal data does not belong in a consumer Claude account. Resumes carry home addresses and dates of birth and sometimes SSNs, and I-9s, background check results, drug screen results, and anything a candidate told you about a disability or an accommodation are further out of bounds. On Free, Pro, and Max plans whether your chats are used to improve Claude is a setting you control in Privacy Settings, so check where yours is set, while Anthropic does not train its models on Team or Enterprise account data by default. The habit that holds up in practice: first name and last initial, your own notes in your own words, and none of the candidate's actual documents uploaded.
- Claude is not an employment law authority and it cannot see your ATS. Worker classification, exempt status, overtime, state pay transparency rules, ban the box timing, and what you may legally ask in an interview vary by state and keep changing, and Claude will state an expired rule with complete confidence. Draft with it, then verify with your employment counsel. And because it knows only what you paste in, it cannot tell you a candidate's real status, a submittal date, or whether a client has responded, so every count in a client update comes out of your system rather than out of a chat.
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Before you try it
More for staffing and recruiting firms
- Write the submittal so the manager actually reads it
- Send the status or the no without burning the relationship
- Explain in writing why a req is not filling