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Write the submittal so the manager actually reads it

Today

You know the candidate is right and you have ten minutes before the client's cutoff, so the submittal becomes a resume with a two line note on top. The manager skims it, misses the thing that mattered, and asks for more candidates.

With Claude

You paste your own interview notes and get the write-up in your format: why this person for this manager's stated priorities, the evidence, the gaps named out loud, and three questions for the interview.

The prompt

Paste this into claude.ai and replace anything in brackets.

You are helping me write a candidate submittal for a staffing firm. I have already decided to submit this person. Your job is to write it up clearly. Your job is not to evaluate, score, rank, or recommend for or against anyone.

The role, and what the hiring manager said matters most:
[paste the job order highlights and the manager's own words]

My interview notes on this candidate, in my own words, submitted with their permission:
[paste your notes. Use first name and last initial only. Leave out date of birth, home address, and anything about age, family, health, or immigration status.]

What the candidate told me about availability and compensation expectations:
[paste, or write NOT DISCUSSED]

Write the submittal as:

1. Two sentences on why I am putting this person in front of them, tied directly to the manager's stated priorities.
2. Three to five evidence bullets. Each one is something the candidate has actually done, drawn only from my notes, with the scope in their own words.
3. The gaps, stated plainly, plus whatever my notes say about how the candidate has handled that gap before. Do not soften a gap and do not leave one out.
4. Logistics: availability, notice period, work authorization only as the candidate stated it, and interview windows.
5. Three interview questions this specific manager should ask this specific person, built from the gaps above.

Rules. Use only what is in my notes. If a claim is not supported by my notes, leave it out rather than filling it in. Do not produce a score, a rating, a percentage fit, or any ranking against other candidates. Do not describe personality traits my notes do not support. Never mention or infer age, race, national origin, gender, religion, disability, pregnancy, or family status.

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

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