Capstone: Build Your Role Hiring Kit
Pick one real open role. Draft the six hiring-kit artifacts with AI assistance. Edit each one for voice and fairness. Apply what you've learned across the full track.
This track has covered the reframe, the use cases, and the limits. This capstone puts them into practice.
Your task: pick one real open role — something you are actively recruiting for or have recruited for recently — and build the full hiring kit. Six artifacts. AI-assisted. Human-edited. Fairness-reviewed before anything leaves your hands.
The Six Artifacts, Applied
Artifact 1: Job description. Take your intake notes for the role. Prompt an AI chat tool: "Write a job description for this role based on these notes. Use clear, inclusive language. Lead with what the person will do. Avoid coded language." Edit the draft. Check every requirement against a real job need. Remove anything that is a habit rather than a necessity.
Artifact 2: Sourcing search. Prompt: "Write a Boolean search string for this role for LinkedIn, including title variants and relevant experience indicators." Test it. Add the niche synonyms you know from the market. Note which version performs best for future reuse.
Artifact 3: Screening questions. Prompt: "Write five behavioral screening questions for this role, focused on [the top two competencies the hiring manager named]." Edit for level and fit. Would you actually ask these? Does any question stray from job-related criteria?
Artifact 4: Outreach message. Take the profile of one specific candidate you plan to reach out to. Prompt: "Write a personalized outreach message for this candidate [paste an anonymized version of their profile] for this role. Under 150 words. Sound like a person, not a template." Read it as if you received it. Fix anything that feels generic or inaccurate.
Artifact 5: Interview scorecard. Prompt: "Create an interview scorecard for this role with three to four competencies, observable behaviors to look for, and a 1–5 rating scale." Edit to match your company's interview process and the specific panel involved in this hire.
Artifact 6: Candidate update. Draft both versions: an advance message for a candidate moving forward, and a respectful decline message for a candidate not being moved forward. Read each one as a candidate would. Does it treat the person like a person?
The Fairness Review
Before any artifact leaves your hands — before a JD gets posted, before a screening question gets used, before a message gets sent — run it through the checklist.
This is not overhead. This is the practice. It takes less than three minutes per artifact and it is what separates a fair process from one that hands off accountability to a tool.
What You Do Not Do
A few clear lines from "Keep It Fair" apply directly here:
Do not paste any actual candidate's name, contact information, or resume into a public AI tool. Anonymize everything before prompting. If your company has an enterprise AI tool with a data-processing agreement, use that for anything candidate-specific.
Do not use AI to rank candidates and advance only the top tier. You advance candidates. You read every summary. The ranking is input; your judgment is the decision.
Do not treat any AI-stated fact about a candidate as verified. If the resume summary says the candidate managed a team of twelve, check the resume.
You have now built a full-role hiring kit using AI as a drafting engine, with your judgment on every artifact and a fairness review before anything reaches a candidate.
That is the practice. That is what AI-assisted recruiting looks like when it is done right.
Continue exploring professional AI practice at academy.jeremyknox.ai and jeremyknox.ai.