Best ChatGPT Prompts for Recruiters & Talent Acquisition (2026)

You are a senior recruiter. Write a compelling LinkedIn InMail message to a passive candidate for the role described below. The message should: open with a specific observation about their background (not generic flattery — reference something concrete from their profile), explain why their experience is relevant to this opportunity in 1–2 sentences, give just enough detail about the role to create genuine curiosity without overselling, and close with a low-pressure CTA (a 15-minute call, a question for them to answer in reply, or an invitation to hear more). Keep the message under 150 words — passive candidates delete long InMails. Do NOT use the subject line "Exciting Opportunity" or any variation of "I came across your profile." Do NOT reveal the company name unless specified.

ROLE DETAILS:
- Job title: [TITLE]
- Level: [JUNIOR / MID / SENIOR / LEAD / DIRECTOR]
- Location or remote policy: [CITY, STATE / REMOTE / HYBRID]
- Industry: [SECTOR]
- Key selling points of the role (3 max): [GROWTH / COMP / TECH STACK / MISSION / TEAM]
- What makes the ideal candidate stand out: [1–2 SPECIFIC PROFILE SIGNALS TO REFERENCE]
- Reveal company name in message: [YES / NO]
- Your name and title (for sign-off): [YOUR NAME, RECRUITER TITLE]

You are a talent acquisition specialist. Write a 3-message outreach sequence for the candidate persona and role described below. Message 1 should be the initial InMail or connection request note — short, specific, and curiosity-driven (under 100 words). Message 2 is a follow-up sent 5–7 days after no response — it should take a different angle (share a specific insight, role update, or social proof rather than just "checking in"). Message 3 is the final touchpoint sent 5 days after Message 2 — it should be even shorter, give the candidate an easy out, and leave the relationship open for the future. Each message should have a distinct hook and avoid repeating the same selling points. Include subject line suggestions for email versions.

SEQUENCE DETAILS:
- Role: [TITLE, LEVEL, LOCATION]
- Ideal candidate profile: [BACKGROUND, YEARS OF EXPERIENCE, KEY SKILLS]
- Top 2–3 reasons a candidate would want this role: [GROWTH / COMP / TECH / MISSION / TEAM / FLEXIBILITY]
- Tone: [FORMAL / CONVERSATIONAL / DIRECT]
- Channel: [LINKEDIN INMAIL / EMAIL / BOTH]
- Company name (if revealing): [NAME — or "confidential search"]
- Your name and role: [YOUR NAME, TITLE]

You are an expert technical sourcer. Build a complete Boolean search string for the role and platform described below. Provide: the full Boolean string ready to paste into the search bar, an explanation of the logic (what each clause is doing and why), 2–3 alternative variations for narrowing or broadening the search, and a list of adjacent titles or keywords that might catch strong candidates who don't use the exact target title in their profile. Flag any platform-specific syntax rules (LinkedIn vs. Google X-ray vs. Indeed vs. GitHub). If the role has technical requirements (programming languages, tools, certifications), include the most common variations and abbreviations.

ROLE DETAILS:
- Target job title(s): [PRIMARY TITLE — include 2–3 variations if known]
- Must-have skills or experience: [TOP 3–5 REQUIREMENTS]
- Nice-to-have skills: [OPTIONAL BUT PREFERRED]
- Industries or company types to target: [SECTORS, COMPANY SIZE, OR SPECIFIC COMPETITORS]
- Location or geography: [CITY / REGION / COUNTRY — or "remote, no location filter"]
- Platform to build for: [LINKEDIN / GOOGLE X-RAY / INDEED / GITHUB / ALL]
- Years of experience range: [e.g., 5–10 years — or "not a filter"]
- Exclusions (titles, companies, or experience to filter out): [OR "none"]

You are a head of talent acquisition. Design a comprehensive sourcing strategy for the hard-to-fill role described below. The strategy should cover: a diagnosis of why this role is difficult to fill (supply/demand, niche skill set, location, comp constraints, or employer brand gap), 5–7 specific sourcing channels to activate (with rationale for each — not just "LinkedIn"), a passive talent engagement plan (how to warm up candidates who aren't actively looking), a talent pool build approach (communities, events, content plays, or referral tactics), a realistic timeline from first sourcing action to first qualified pipeline, and 3 pipeline quality metrics to track weekly. Flag any sourcing channels that are commonly overlooked for this type of role.

ROLE DETAILS:
- Job title and level: [TITLE, SENIORITY]
- Location or work model: [ON-SITE CITY / HYBRID / REMOTE — with any geo restrictions]
- Industry: [SECTOR]
- Why this role is hard to fill (if known): [NICHE SKILL / LOW SUPPLY / COMP CONSTRAINTS / BRAND AWARENESS / TIMING]
- Compensation range (approximate): [RANGE — or "not disclosed"]
- Hiring timeline pressure: [URGENT (< 4 weeks) / STANDARD (4–8 weeks) / FLEXIBLE]
- Previous sourcing attempts and what didn't work: [OR "first attempt"]
- Hiring manager's non-negotiables: [MUST-HAVE REQUIREMENTS]

You are a senior recruiter and employer branding specialist. Transform the raw hiring manager bullet points below into a polished, compelling job description. The JD should include: a 2–3 sentence role summary that sells the opportunity (not just describes the job), an "About the Team / About Us" section (1 paragraph, punchy, focused on culture and mission), a Responsibilities section (6–8 bullets, written as outcomes and activities — not a task list), a Requirements section (clearly separated into "Must Have" and "Nice to Have"), and a What We Offer / Compensation section. Write in second person ("You will..." / "You have...") to create a more engaging tone. Remove any language that implies a specific age, gender, or physical characteristic. Flag any bullets that are likely to reduce candidate pool size unnecessarily.

HIRING MANAGER INPUT:
- Raw bullet points / notes: [PASTE EVERYTHING THE HIRING MANAGER SENT]
- Role title: [TITLE]
- Team or department: [TEAM NAME]
- Location / work model: [ON-SITE / HYBRID / REMOTE — city if relevant]
- Seniority level: [JUNIOR / MID / SENIOR / LEAD / MANAGER]
- Salary range (if sharing): [RANGE — or "competitive, discussed at offer stage"]
- Company description (1–3 sentences): [WHAT THE COMPANY DOES, STAGE, MISSION]
- Tone preference: [FORMAL / STARTUP / FRIENDLY-PROFESSIONAL / DATA-DRIVEN]

You are a diversity, equity & inclusion specialist and recruiter. Review and rewrite the job description below to reduce bias and broaden the applicant pool. Specifically: identify and replace masculine-coded language (dominant, competitive, aggressive, rockstar, ninja, etc.) with gender-neutral equivalents, remove or soften requirements that function as unnecessary barriers (degree requirements where skills suffice, years-of-experience thresholds that eliminate career-changers, technical requirements that can be learned on the job), rewrite bullet points that describe identity rather than capability, ensure the "About Us" section signals genuine inclusion (not just "we value diversity" boilerplate), and add an inclusive application encouragement line at the end. For each change, include a brief annotation explaining why the original language may have deterred qualified candidates.

ORIGINAL JD:
- Paste the full job description here: [PASTE JD]
- Role level: [LEVEL]
- Industry: [SECTOR]
- Any specific DE&I priorities for this hire: [UNDERREPRESENTED GROUPS THE COMPANY IS ACTIVELY WORKING TO ATTRACT — or "general inclusivity focus"]
- Hard requirements that cannot be changed: [LEGAL / REGULATORY / SAFETY REQUIREMENTS THAT ARE GENUINE NON-NEGOTIABLES]

You are a recruiter and employer branding strategist. For the role described below, generate 8–10 compelling job title variants that will attract more qualified applicants, perform better in job board search algorithms, and accurately reflect the scope of the work. For each variant provide: the job title, the candidate profile it targets (who searches for this title), the seniority signal it sends, and whether it's optimized for search volume or brand differentiation. Group variants into three categories: (1) Standard/searchable titles that will surface in broad job searches, (2) Aspirational titles that attract senior talent, (3) Differentiated titles that stand out in crowded job boards. Flag any titles that might over-inflate or under-represent the actual role scope.

ROLE DETAILS:
- Internal job title (what the company calls it internally): [INTERNAL TITLE]
- Core responsibilities in 2 sentences: [WHAT THIS PERSON WILL ACTUALLY DO]
- Seniority level: [LEVEL]
- Team or function: [DEPARTMENT]
- Industry: [SECTOR]
- Most important skill or domain: [PRIMARY EXPERTISE AREA]
- Company stage: [STARTUP / SCALE-UP / MID-MARKET / ENTERPRISE]
- Is remote or location-flexible? [YES / NO / HYBRID]

You are a talent acquisition specialist and employer brand strategist. Write a high-impact job advertisement for the role below that leads with the Employee Value Proposition (EVP) rather than the company's history or a standard task list. The ad should: open with 2–3 sentences that speak directly to what the ideal candidate cares about (growth, impact, flexibility, mission, comp, team quality — based on the EVP pillars provided), paint a "day in the life" picture in the middle section that makes the role feel real and exciting, include a tight requirements section (must-haves only — save nice-to-haves for the ATS screening), close with a compelling Why Us statement that is specific and provable (not vague claims about being "fast-paced and collaborative"), and end with a low-friction application CTA. This is for a job board posting, not a formal JD — write to persuade, not just inform.

ROLE & EVP DETAILS:
- Role title and level: [TITLE, LEVEL]
- Location / work model: [ON-SITE / HYBRID / REMOTE — city if applicable]
- Salary range: [RANGE — or "competitive"]
- Top 3 EVP pillars (what your company genuinely offers that competitors don't): [LIST — e.g., real ownership from day one, unlimited L&D budget, no-meeting Fridays]
- Must-have requirements: [TOP 3–5 NON-NEGOTIABLES]
- The 1 thing that makes this team special: [HONEST ANSWER]
- Why the last person in this role loved it (if known): [OR "first hire for this role"]
- Who you're competing with for this talent: [COMPETITOR EMPLOYERS OR "general market"]

You are a senior recruiter. Create a structured phone screen question set for the role described below. The set should include: 3–4 qualifying questions to confirm must-have requirements quickly (experience level, location, comp expectations, work authorization, notice period), 4–5 competency-based questions to assess the core skills needed for this role (each with what a strong vs. weak answer looks like), 2–3 culture and motivation questions (why this role, why now, what environment they thrive in), and 1–2 logistics questions (start date, work model preferences). For each question, provide: the exact question wording, the competency or requirement it screens for, and a brief interviewer note on what to listen for. Format so the recruiter can use it as a live guide during the call.

ROLE DETAILS:
- Job title: [TITLE]
- Seniority level: [LEVEL]
- Industry: [SECTOR]
- Top 3 must-have requirements: [NON-NEGOTIABLE SKILLS OR EXPERIENCE]
- Key competencies the hiring manager cares most about: [2–4 CORE COMPETENCIES]
- Compensation range: [RANGE — or "not disclosed at this stage"]
- Key differentiators you're screening for (beyond the JD): [ANYTHING THE JD DOESN'T CAPTURE]
- Red flags this role has produced in past hires: [OR "no prior hires for this role"]

You are a talent acquisition specialist. Build a structured interview scorecard for the role described below. The scorecard should include: a role summary (1 sentence), 6–8 evaluation criteria derived from the core competencies and must-haves (each with a clear definition of what this criterion means in the context of this role), a 1–5 rating scale with behavioral anchors at levels 1, 3, and 5 for each criterion, a section for evidence and notes per criterion (where the interviewer records specific examples the candidate gave), an overall recommendation (Strong Hire / Hire / No Hire / Strong No Hire) with a notes field, and a debrief discussion guide (3–4 questions to ask the panel during the debrief). Format it so a panel of 3–5 interviewers can each score independently before the debrief.

ROLE DETAILS:
- Job title and level: [TITLE, LEVEL]
- Core competencies to evaluate (list 4–6): [COMPETENCIES — e.g., strategic thinking, cross-functional influence, data fluency, communication]
- Must-have technical skills or experience: [LIST]
- Values or culture attributes to assess: [2–3 COMPANY VALUES OR TEAM BEHAVIORS]
- Interview format: [PANEL / ONE-ON-ONE SERIES / LOOP — number of rounds and interviewers]
- Deal-breaker signals: [BEHAVIORS OR GAPS THAT ARE AUTOMATIC NO-HIRES FOR THIS ROLE]

You are a structured interviewing specialist. For the role and competencies described below, write a bank of behavioral (competency-based) interview questions using the STAR format. For each competency, provide: 3 distinct STAR-format questions (Situation, Task, Action, Result), a follow-up probe for each question to dig deeper when the initial answer is vague, and a guide on what a high-quality answer includes (the evidence, scale, ownership level, and outcome signals that indicate a strong candidate). Write questions that are difficult to answer with a rehearsed generic story — they should require real, specific examples from the candidate's actual experience. Flag any questions that might introduce bias if asked without care, and suggest a neutral alternative.

COMPETENCY DETAILS:
- Role title and level: [TITLE, LEVEL]
- Industry / sector: [SECTOR]
- Competencies to build questions for (list 3–5): [e.g., stakeholder management, problem-solving under ambiguity, driving results, building team capability, customer focus]
- Specific scenarios or challenges this role will face: [1–3 SITUATIONS THE NEW HIRE WILL ENCOUNTER EARLY]
- Seniority expectations (scope of ownership): [e.g., "manages a team of 4" / "individual contributor leading cross-functional work"]
- Any competencies that have been problematic in past hires: [OR "none identified"]

You are a recruiter and culture design specialist. Write a set of culture-fit interview questions for the company and role described below. The questions should: assess genuine alignment with company values and working style (not surface-level enthusiasm), surface how the candidate handles situations specific to your culture (fast-paced vs. structured, high-autonomy vs. supportive, data-driven vs. instinct-led), distinguish between candidates who will thrive and candidates who will struggle in your specific environment, and be legally safe (no questions about protected characteristics — age, family status, religion, nationality, disability, etc.). For each question, note: the culture attribute it assesses, what a strong answer sounds like, and a warning sign to listen for. Include a mix of behavioral and situational questions.

COMPANY & CULTURE DETAILS:
- Company stage and size: [STARTUP / SCALE-UP / ENTERPRISE — employee count]
- Industry: [SECTOR]
- Your top 3–5 culture attributes (be honest, not aspirational): [e.g., high autonomy, ambiguity-heavy, low process, direct feedback culture, fast iteration cycles]
- What tends to frustrate people who leave within 6 months: [HONEST ANSWER — or "unknown"]
- What makes high performers love working here: [HONEST ANSWER]
- Role level: [LEVEL — culture-fit questions differ significantly for ICs vs. managers]
- Any recent culture challenges or team dynamics to probe for: [OR "no specific context"]

You are a recruiter with a strong focus on candidate experience. Write a warm, respectful rejection email for the candidate described below. The email should: open with genuine acknowledgment of their time and effort (without being sycophantic), communicate the decision clearly and without ambiguity (don't leave them hoping), give a real reason where appropriate and legally permissible (not just "we've decided to move forward with other candidates" — something slightly more specific), leave the door open for future roles in a way that feels authentic rather than performative, and close with a specific positive observation about the candidate if possible. Do NOT: give false hope, make promises you can't keep ("we'll keep your resume on file"), be so brief it feels dismissive, or be so long it becomes uncomfortable. Length: 150–200 words.

CANDIDATE & SITUATION DETAILS:
- Candidate's first name: [FIRST NAME]
- Role they applied / were screened for: [TITLE]
- Stage they reached in the process: [APPLICATION REVIEW / PHONE SCREEN / FIRST INTERVIEW / FINAL ROUND]
- Reason for rejection (what you can share): [e.g., another candidate had more direct experience with X / the role has been put on hold / we needed more seniority than your current level]
- Any genuinely positive thing about this candidate: [A SPECIFIC STRENGTH — or "none noted"]
- Would you consider them for future roles? [YES / NO / MAYBE — for which type of role]
- Your name and title: [NAME, RECRUITER TITLE]
- Company name: [COMPANY]

You are a senior recruiter. Write a structured talking points guide for delivering a verbal job offer for the candidate and role described below. The guide should cover: Opening (how to set the tone and lead the conversation before presenting the offer), The Offer Presentation (how to walk through each component — base salary, bonus, equity, benefits, PTO, start date — in a clear, confident sequence that anchors on total compensation value), Handling the "Can I think about it?" response (what to say, how long to give, how to keep momentum without pressuring), Handling a counteroffer or negotiation attempt (how to respond to common asks — more base, more equity, sign-on bonus, earlier start date), and Closing the call (how to confirm next steps and maintain excitement regardless of whether they say yes on the call). Include exact language to use for the sensitive moments.

OFFER DETAILS:
- Candidate name: [NAME]
- Role: [TITLE, LEVEL]
- Base salary: [AMOUNT]
- Bonus (if applicable): [% or flat amount, target vs. guaranteed]
- Equity (if applicable): [TYPE, AMOUNT, VESTING SCHEDULE]
- Benefits highlights: [TOP 3–4 BENEFITS WORTH CALLING OUT]
- Start date: [PROPOSED START DATE]
- Decision deadline you're working toward: [DATE]
- Known competing offer or concern: [e.g., "they have a competing offer from X" / "they seem hesitant about the equity" — or "none flagged"]
- Your name and title: [NAME, TITLE]

Write a professional, friendly interview confirmation email for the candidate described below. The email should: confirm all logistics clearly (date, time, time zone, format, duration, location or video link), introduce who they'll be meeting with (names and titles if known), let them know what to prepare or bring (if anything), give them a point of contact if they need to reschedule or have questions, and close with a brief, genuine note of enthusiasm that doesn't feel scripted. Tone should be warm but efficient — candidates read these quickly. Include a clear subject line. If this is a multi-stage loop or panel interview, include the interview schedule in a clean, scannable format (time blocks with interviewer name and focus area). Length: 150–250 words excluding the schedule block.

INTERVIEW DETAILS:
- Candidate name: [FIRST NAME]
- Role: [TITLE]
- Interview date and time: [DATE, TIME, TIME ZONE]
- Interview format: [VIDEO CALL (platform) / PHONE / ON-SITE]
- Video link or office address: [LINK OR ADDRESS — include any entry instructions for on-site]
- Interview duration: [TOTAL LENGTH]
- Interviewer(s): [NAMES AND TITLES — or "you'll meet with the hiring team"]
- Interview structure (if multi-stage loop): [SCHEDULE WITH TIMES AND INTERVIEWERS — or "single conversation"]
- What to prepare (if anything): [CASE STUDY / PORTFOLIO / PRESENTATION / NOTHING SPECIFIC]
- Your contact info for questions: [YOUR NAME, EMAIL, PHONE]

You are a recruiter building a long-term talent pipeline. Write a nurture message to keep in touch with a strong candidate who wasn't selected for a recent role but who you want to stay connected with for future opportunities. The message should: reference the specific process you went through together (without being vague), acknowledge their quality directly and honestly (they came very close — don't obscure this), share a genuine reason you're reaching out now (a new role opening, a thought you had about their background, a relevant article or event, or simply a scheduled pipeline check-in), ask one easy question that re-opens the conversation naturally, and close without any pressure to reply immediately. Length: 100–130 words. Do NOT use the phrase "we'll keep you in mind" — it reads as dismissive. This message should feel like it came from a person who actually remembers them.

CANDIDATE DETAILS:
- Candidate's first name: [FIRST NAME]
- Role they were runner-up for: [TITLE — and when the process happened]
- Why they weren't selected (the real reason, for context): [e.g., internal candidate took it / we went with someone with more industry-specific experience / headcount was reduced]
- What made them strong (be specific): [2–3 GENUINE STRENGTHS]
- Reason for reaching out now: [NEW ROLE / PIPELINE CHECK-IN / RELEVANT NEWS / REFERRAL REQUEST]
- Your name and title: [NAME, TITLE]

You are a senior recruiter preparing for a role intake meeting with a hiring manager. Create a structured intake meeting agenda and question guide for the role described below. The agenda should cover — with specific questions for each section: Role Overview (what problem does this hire solve, what does success look like in 90 days), Ideal Candidate Profile (must-haves, nice-to-haves, red flags, and what the best person they've ever hired in this function looked like), Compensation and Leveling (range, flexibility, equity, where this sits in the team's pay structure), Process and Timeline (urgency, number of interview stages, key stakeholders involved in the decision, what the decision-making process looks like), Sourcing Intel (where do people with this background work now, who are the best companies to target, any known candidates to consider), and Team Context (team dynamics, management style, what frustrates people who leave this team). Include 2–3 follow-up probes for the sections most commonly under-discussed.

INTAKE MEETING DETAILS:
- Job title and level: [TITLE, LEVEL]
- Hiring manager name and role: [NAME, TITLE]
- Team or department: [TEAM]
- This hire is: [A BACKFILL / A NEW HEADCOUNT / AN UPGRADE]
- Known urgency or timeline pressure: [DATE NEEDED BY — or "flexible"]
- Any prior context on why this is a hard or sensitive search: [OR "standard search"]
- Your name and recruiter role: [YOUR NAME, TITLE]

You are a recruiter. Write a concise weekly pipeline report summary for the hiring manager of the open role described below. The report should: open with a one-sentence status verdict (on track / at risk / ahead of plan — and why), summarize pipeline activity for the week (applications reviewed, screens completed, candidates advanced to each stage), call out the 2–3 most interesting candidates in the active pipeline with a brief note on each, flag any blockers to pipeline momentum (feedback delays, offer stage hold-ups, sourcing gaps), state what actions are happening next week and what you need from the hiring manager to keep things moving, and close with the target date for a shortlist or next milestone. Format for a busy hiring manager who reads this in 60 seconds — use short paragraphs and bold key numbers. Length: 200–300 words.

REPORT DETAILS:
- Role: [TITLE]
- Week ending: [DATE]
- Pipeline stage counts (fill what you have):
  - Applications reviewed this week: [NUMBER]
  - Phone screens completed: [NUMBER]
  - First-round interviews scheduled / completed: [NUMBER]
  - Final round / hiring manager interviews: [NUMBER]
  - Offers extended: [NUMBER]
  - Candidates rejected this week: [NUMBER]
- Top 2–3 active candidates to highlight: [BRIEF NOTES — or "ask AI to draft placeholder candidates based on role"]
- Current blockers: [FEEDBACK DELAY / SOURCING GAP / COMP MISMATCH / HIRING MANAGER AVAILABILITY / etc.]
- What you need from the hiring manager this week: [FEEDBACK / INTERVIEW SLOTS / DECISION ON COMP / etc.]

You are a head of talent acquisition. Write a professional Hiring Manager SLA (Service Level Agreement) proposal for the recruiting partnership model described below. The SLA should cover: Recruiter Commitments (what talent acquisition commits to deliver — sourcing timeline, pipeline update cadence, interview coordination, offer management), Hiring Manager Commitments (what the hiring manager commits to deliver — feedback turnaround, interview availability, intake meeting, decision-making timelines), Shared Definitions (what "qualified candidate," "timely feedback," and "pipeline health" mean in measurable terms for this partnership), Escalation Path (what happens when either party misses an SLA commitment — who gets notified and what changes), and Success Metrics (how you'll measure the partnership quality together — time-to-fill, offer acceptance rate, hiring manager satisfaction score, pipeline-to-offer ratio). Write it as a collaborative partnership document, not a one-sided demand. Tone: direct but collaborative.

SLA DETAILS:
- Type of roles this SLA covers: [FUNCTION / LEVEL / VOLUME — e.g., "all mid-to-senior hires in the engineering org"]
- Current biggest SLA pain point: [e.g., "feedback takes 5+ days", "HMs miss interview slots", "no agreed definition of 'qualified'"]
- Recruiting team size covering this: [NUMBER OF RECRUITERS]
- Target time-to-fill for these roles: [DAYS FROM REQ OPEN TO OFFER ACCEPTED]
- Decision-making structure: [WHO HAS FINAL HIRE AUTHORITY — HM only / HM + panel / HRBP involved]
- Company culture around process (formal vs. informal): [DESCRIBE BRIEFLY]
- Any prior failed hiring process conversations to avoid repeating: [CONTEXT — or "none"]

You are a talent acquisition analyst. Write a clear, narrative-style time-to-fill analysis for the recruiting data described below. The analysis should: open with the headline metric and whether it's within, above, or below benchmark for this role type and industry, break down where time is being spent in the funnel (time to first screen, screen-to-panel, panel-to-offer, offer-to-accept) and identify the longest stage, diagnose the most likely root cause(s) of delays (sourcing gap, interview scheduling friction, slow feedback, comp misalignment, or decision-making lag), compare this role's time-to-fill to similar recent hires if data is available, and close with 3 specific, actionable recommendations to reduce time-to-fill on future searches for similar roles. Write in clear prose with a section for the data summary and a section for strategic recommendations. Length: 300–400 words.

ANALYSIS DATA:
- Role: [TITLE, LEVEL]
- Total time-to-fill (req open to offer accepted): [DAYS]
- Stage breakdown (fill what you have):
  - Days to first sourced/applied candidate: [NUMBER]
  - Days from first application to first phone screen: [NUMBER]
  - Days from first phone screen to hiring manager interview: [NUMBER]
  - Days from HM interview to final round: [NUMBER]
  - Days from final round to offer extended: [NUMBER]
  - Days from offer extended to offer accepted: [NUMBER]
- Industry benchmark for this role type (if known): [DAYS — or "unknown"]
- Identified bottlenecks: [STAGES OR EVENTS THAT CAUSED DELAYS]
- Candidate volume at each stage: [NUMBERS — or "not tracked"]
- Notes on external factors: [MARKET CONDITIONS, COMP CONSTRAINTS, SEASONAL HIRING FREEZES, etc.]