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Claude for Operators

Hiring & Recruitment

Last verified: 13 February 2026 | Applies to: All plans

In 30 seconds

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Hiring is one of the most important things operators do, and one of the most time-consuming to do well. Claude accelerates the repetitive parts — writing job descriptions, building structured scorecards, generating tailored interview questions, and drafting offer letters — so you can focus on the human judgement parts: evaluating candidates and making decisions. This workflow won’t replace your hiring process, but it will cut the admin around it significantly.

Step by step

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Writing a job description from a brief

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Write a job description for a Senior Account Manager. We're a 30-person B2B SaaS company selling project management software to mid-market companies (100-500 employees). The role: manage a portfolio of 25-30 accounts worth $1.2M total ARR, own renewals and expansion, report to the Head of Sales. Must-haves: 3+ years in B2B account management, experience with $30K-80K ACV deals, strong written communication. Nice-to-haves: SaaS experience, Salesforce proficiency. Based in Sydney, hybrid (3 days in office). Salary range: $110,000-$130,000 base + $30,000 OTE. We want the JD to feel human, not corporate — we're informal but professional.

Claude produces:

  • About us — a concise company overview positioned for candidates
  • About the role — what they’ll actually do, written as outcomes not tasks
  • What you’ll need — must-haves and nice-to-haves, clearly separated
  • What we offer — compensation, benefits, work arrangement
  • How to apply — next steps

Tip: Tell Claude your company’s personality. “We’re informal but professional” produces very different output from “we’re a fast-paced startup” or “we’re an established enterprise.”

Building a structured interview scorecard

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Build a structured interview scorecard for a Senior Account Manager role. We're evaluating across these competencies: (1) account management skills, (2) commercial acumen — can they identify and close expansion opportunities, (3) communication — written and verbal, (4) problem-solving — how they handle difficult client situations, (5) cultural fit — collaborative, low ego, proactive. For each competency, give me: a definition, what 'strong' looks like, what 'weak' looks like, and a 1-5 rating scale with behavioural anchors. Format as a table I can print and use during interviews.

Claude generates a scorecard with:

  • Competency definitions — clear, specific to the role
  • Behavioural anchors — what a 1, 3, and 5 actually look like in practice
  • Scoring format — ready to use, consistent across interviewers
  • Notes section — space for evidence and examples

Generating behavioural interview questions

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Generate 15 behavioural interview questions for a Senior Account Manager. Split into three categories: (1) account management and client relationships, (2) commercial skills and revenue growth, (3) problem-solving and resilience. For each question, include: the competency it tests, a follow-up probe question, and what a strong answer would include. Avoid generic questions — these should be specific to B2B SaaS account management.

For a different role:

Generate behavioural interview questions for a Head of Operations hire. We're a 50-person ecommerce company doing $8M revenue. The role will manage a team of 12 across fulfilment, customer support, and logistics. Focus areas: scaling operations, building processes, managing through ambiguity, and cross-functional leadership. Give me 12 questions with follow-up probes.

Drafting an offer letter

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Draft an offer letter for [Candidate Name] for the Senior Account Manager role at [Company Name]. Details: start date [date], base salary $125,000, OTE $155,000 (quarterly targets), 4 weeks annual leave, standard super (11.5%), 3-month probation period, hybrid working (3 days office, 2 remote), reporting to [Manager Name], Head of Sales. Include a line about equipment (we provide a laptop and home office stipend of $1,000). Keep the tone warm and excited — we want them to feel wanted. This is an Australian employment contract.

Important: Always have this reviewed by HR or legal before sending. Claude produces a solid structure and professional language, but employment law is jurisdiction-specific and your standard terms need to be accurate.

Writing a rejection email

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Draft a kind but clear rejection email for a candidate who made it to the final round but wasn't selected. The candidate is [Name], they interviewed for the Senior Account Manager role. They were strong on communication and cultural fit but lacked the commercial experience we needed. We'd genuinely consider them for future roles. Keep it under 100 words, be specific enough that it's useful feedback without being brutal.

How operators actually use it

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