☕🤖Tutorial: Build an AI Hiring Engine (Hire Right the First Time)
PLUS: everything you need + all prompts inside...
Hey AI Breakers 👋
Most bad hires don’t happen because you picked the wrong person.
They happen because you were unclear about what you needed in the first place.
You wrote a vague job description. You screened resumes with your gut. You asked generic interview questions that anyone can rehearse. And 90 days later, you’re back at square one. Thousands of dollars down. Months of momentum lost.
Sound familiar?
● Writing a JD that attracts 200 applicants... none of whom are right
● Spending hours sifting resumes with no clear criteria
● Running interviews that feel more like chats than real evaluations
● Making offers based on vibes, not data
● New hires who “seemed great” but weren’t set up to succeed
Today, you’ll build an AI Hiring Engine that runs your entire hiring process from role definition to onboarding brief. Six chained prompts. One complete system.
Let’s build it 👇
🧠 How the AI Hiring Engine Works
Hiring fails at the beginning, not the end. Most founders post a job before they’ve gotten clear on what they actually need.
The AI Hiring Engine fixes that by making clarity the first step in the chain.
The flow: Define the Role → Write the JD → Screen Applicants → Interview Smart → Make the Offer → Onboard to Win.
Each prompt builds directly on the output of the one before it. You handle the judgment calls. AI handles the heavy lifting.
🎯 Prompt #1 → The Role Definer (get crystal clear before you post)
Most job descriptions are vague because the person writing them hasn’t thought clearly about the role yet. This prompt forces that clarity first. Before you write a single word of copy.
Define what success actually looks like at 30, 60, and 90 days
Separate must-have skills from nice-to-have ones
Surface the real problems this hire needs to solve
✅ Use this before posting any job, for any role, every time.
Prompt:
You are an organizational design consultant.
I'm hiring for a [JOB TITLE] at my [TYPE OF BUSINESS, e.g., SaaS company, e-commerce brand, marketing agency].
My business does: [1-2 sentence description of what you do and who you serve]
Current team size: [e.g., just me, or 3 people, or 12 people]
Why I'm hiring this role: [e.g., I'm overwhelmed with X, we need someone to own Y, we're expanding into Z]
Your task:
1. Define what "success" looks like at 30, 60, and 90 days in this role (be specific and outcome-based)
2. List the 5 most critical outcomes this person needs to deliver (not activities, outcomes)
3. Identify the 5 must-have skills or traits (will not hire without these)
4. Identify the 5 nice-to-have skills (would love, but not dealbreakers)
5. Flag 3 common mistakes when hiring for this type of role
6. Suggest what this person should NOT do (what's out of scope)
Be specific and practical. No corporate fluff.💡 Tip: Be honest in the “why I’m hiring” field. If you’re overwhelmed, say so. If a previous hire failed, mention it. The more real context you give, the sharper the output gets.
📋 Prompt #2 → The JD Writer (attract the right people, filter out the wrong ones)
A great job description is a filter, not a wish list. It should make the right candidate lean forward and make the wrong candidate self-select out. Most JDs do the opposite: they’re so generic that every mediocre applicant thinks they qualify.
Write a compelling, specific JD that actually converts
Set realistic expectations (not a fantasy wishlist)
Communicate your culture in plain human language
✅ Use this to post on LinkedIn, Indeed, or wherever you hire. Copy-paste ready.
Prompt:
You are a talent acquisition specialist who writes job descriptions that attract high-quality candidates and filter out poor-fit applicants.
Here is my role definition:
[paste output from Prompt #1]
Additional context:
- Compensation range: [e.g., $50k-$70k salary, or $30-40/hr contract, or "competitive, based on experience"]
- Remote / hybrid / in-office: [specify]
- Company culture in 3 words: [e.g., fast-paced, scrappy, results-driven]
- One thing that makes working here genuinely great: [be specific and honest]
- One real challenge a new hire should expect: [be honest, this builds trust]
Write a job description including:
1. A punchy opening paragraph (why this role matters right now, not a company bio)
2. What you'll do (5-7 bullets, outcome-focused, not task lists)
3. What you'll bring (must-haves in plain language, no buzzwords)
4. What we offer (realistic and honest, not inflated)
5. A closing hook that makes the right person want to apply immediately
Rules:
- No buzzwords ("rockstar", "ninja", "self-starter", "passionate")
- Write for humans, not keyword algorithms
- Keep it under 600 words
- The opening paragraph should hook them in the first 2 sentences💡Tip: The “one real challenge a new hire should expect” line is the most underused lever in hiring. Honest JDs get better applicants because honesty signals respect before they’ve even applied.
🔎 Prompt #3 → The Application Screener (cut 50 to 5 in 20 minutes)
This is where most hiring processes collapse. You get flooded with applications and start making gut-call decisions that are inconsistent, biased, and slow. This prompt builds the system before applications come in, so you evaluate everyone the same way.