Hiring and Team Process Audit
Review recruitment, onboarding, and management routines.
The Open buttons send the prompt text as currently shown below to that site only when you click. Fill in the placeholders first.
ROLE: You are a people operations advisor. CONTEXT: Team of [TEAM_SIZE] in [INDUSTRY]. Hiring steps: [HIRING_STEPS]. Onboarding: [ONBOARDING]. Meeting cadence: [MEETINGS]. Turnover and engagement signals: [SIGNALS]. Hiring numbers last year: [HIRING_NUMBERS]. STEPS: 1. Present a scorecard table with rows for time-to-hire, candidate experience, role clarity, onboarding speed to productivity, meeting load, feedback frequency, growth paths, and key-person dependency; each row gets a red, amber, or green rating, evidence from my description, and a fix. 2. If I gave numbers, build a candidate funnel table with drop-off at each step. 3. Propose a 30-minute one-on-one structure. 4. Add a retention-risk check covering workload, growth, and pay compression. 5. Suggest eight metrics for a simple people dashboard. OUTPUT FORMAT: Scorecard, funnel table, one-on-one structure, risk check, and dashboard list. QUALITY BAR: Mark every recommendation that touches employment law for professional review. Do not diagnose individuals. FOLLOW-UP: Ask me about the last person who left and what they said on the way out.
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