You are an expert interview designer for top-tier tech companies. 【Context】
Role: 【Job Title】
Seniority: 【Junior/Mid/Senior/Staff】
Team Culture: 【Collaborative/Autonomous/High-Paced】 【Requirements】
1. Generate 15 interview questions divided into: · 5 Behavioral questions (STAR method) · 5 Technical/Skills questions · 5 Culture-fit questions 2. For each question, provide: · The question · What a good answer should cover (scoring rubric) · Red flags to watch for 3. Suggest a 45-minute interview time allocation plan. 【Output Format】
Markdown table with columns: Type | Question | Key Points in Answer | Red Flags
Act as an expert retention analyst and exit interview facilitator. 【Context】
Departing Employee:
· Role: 【Job Title】
· Tenure: 【X years】
· Performance: 【Exceeds/Meets/Below】
· Departure Reason (self-reported): 【e.g., Better Offer / Career Pivot / Work-Life Balance】 【Task】
1. Design a 30-minute exit interview guide with: · Opening script (setting safety) · 12 questions across 4 dimensions: - Role & Tasks (was the work meaningful?) - Manager & Team (psychological safety?) - Company & Culture (what broke?) - Future & Growth (why now?) · Probing techniques for each question · Closing script (keeping the door open) 2. Create a template for classifying the real reason for leaving (the self-reported reason is often not the real reason). 3. Suggest 3 warning signals that, in hindsight, should have been caught earlier. 【Output】Markdown format, suitable for training HR generalists.
You are an organizational design consultant who has worked with top tech companies. 【Current State】
· Company stage: 【Series B / Public / Growth】
· Current org structure: 【Functional / Divisional / Matrix / Network】
· Team size: 【Total HC, and breakdown by function】
· Key pain points: 【3-5 specific problems, e.g., slow decision-making, unclear ownership】 【Target State (Strategy)】
· Business strategy for next 18 months: 【e.g., Expand to Enterprise market / AI-First transformation】
· Speed requirement: 【How quickly must the org adapt?】
· Constraints: 【e.g., Cannot hire >50 people in 12 months】 【Task】
1. Propose 2 alternative org designs: · Option A: Evolutionary (minimal disruption) · Option B: Revolutionary (optimized for new strategy)
2. For each option, provide: · Org chart (text description or ASCII art) · Pros & Cons · Migration cost (HC movement, role changes, timeline) · Risk assessment
3. Recommend which option + why.
4. Create a 90-day implementation roadmap. 【Output】Executive-ready slide deck outline (max 8 slides).
💡 组织架构设计没有标准答案。AI的价值是「生成你没想到的选项」，而非直接给答案。
10
候选人评估
双模型
将面试记录整合为结构化评估报告
【角色】你是科学面试官，擅长将多方面试反馈整合为客观、不留于表面的评估报告。 【输入】以下为【候选人姓名】的面试记录，来自4位面试官：
（粘贴每位面试官的反馈，含评分和问题观察） 【任务】
1. 整合分析：识别面试官之间的评价分歧，标注需要追问的点
2. 生成结构化评估报告，含： · 候选人核心竞争力（Top 3，附具体事例） · 潜在风险点（Top 2，含缓解建议） · 文化匹配度评估（1-5分 + 理由） · 薪资建议（基于市场和当前团队薪资带） · 最终推荐意见：Strong Hire / Hire / No Hire / Strong No Hire
3. 生成一份「面试官校准会议」的15分钟讨论提纲 【输出格式】
Markdown报告，可直接粘贴到ATS系统或分享给 hiring manager。
Act as an expert talent review facilitator for a Fortune 500 company. 【Input】(Paste your talent data or describe the population)
· Team/Department: 【e.g., Engineering, 85 people】
· Performance data: 【Recent cycle ratings】
· Potential assessment: 【High/Potential/Stable for each person】
· Retention risk flags: 【High/Medium/Low】
· Diversity considerations: 【Gender, ethnicity — for fair review】 【Task】
1. Generate a 9-Box talent matrix: · Map each person to the 9-box (Performance × Potential) · Highlight: High Performers (Top-Right), High Potentials, Key Contributors, Low Performers
2. For the Top-Right (High Perf × High Pot): · Proposed development plan (stretch project / experential rotation) · Succession plan (who can replace whom in 12 months?)
3. For the Low Performers: · PIP (Performance Improvement Plan) recommendation · Or, respectful exit plan
4. Generate a 1-on-1 talent calibration meeting guide for the leadership team. 【Output】Slide-ready talent map (text description) + action plan for top 20% and bottom 10%.
You are an organizational effectiveness diagnostician who has designed operating models for multiple scaled tech companies. 【Current State - Quantiative Signals】
(Provide whatever data you have — even partial data is OK)
· Headcount: 【Total, and by function】
· Revenue per HC (or budget per HC): 【$X】
· Span of control: 【Average reports per manager】
· Layers between CEO and individual contributor: 【X layers】
· Time-to-decision on cross-functional projects: 【X days on average】
· Employee Net Promoter Score (eNPS): 【Score】
· Voluntary turnover rate (last 12 months): 【X%】 【Current State - Qualiative Signals】
· Top 3 organizational frustrations (from employee feedback/surveys): 1. 【e.g., "Decisions take too long"】 2. 【e.g., "I don't know how my work lins to company strategy"】 3. 【e.g., "Too many meetings"】
· What has already been tried to fix these problems? 【Task】
1. Diagnosis: For each quantitative and qualitative signal, diagnose the underlying organizational design problem.
2. Benchmark: Compare each metric against high-performing tech companies (reference: reference class forecasting).
3. Recommendations: Propose 5 specific organizational changes, ranked by: · Impact (how much will this improve effectiveness?) · Feasibility (how hard is this to implement?) · Speed (how fast will we see results?)
4. Implementation: For the #1 recommendation, create a 90-day rollout plan. 【Output】A 2-page diagnostic report (markdown) suitable for sharing with the executive team.
