For HR generalists, HR business partners and recruiters

AI training for HR professionals and recruiters, built on real tasks

Job ads, outreach messages, interview guides, policy updates and the same employee questions every week: HR work is full of text that follows patterns. This live practicum shows you how to hand that routine to AI without inheriting its blind spots, like biased screening or leaked personal data. You leave with a working system configured for your own tasks, not a set of notes.

Enroll for $250 Next cohort: November 16–25 · 4 live 90-minute Zoom sessions

HR and recruiting tasks where AI earns its place

Job descriptions and job ads

Give AI the hiring manager's notes, the team context and the must-haves, and get a clear, inclusive ad in your company's voice. Check that requirements haven't quietly grown and that no wording excludes people for reasons unrelated to the job.

Candidate outreach and follow-ups

Draft personal sourcing messages, interview invitations and considerate rejections that don't read like a mass mailing. Personalize only from what the candidate chose to share publicly, and read every message before it goes out.

Interview guides and scorecards

Turn a role's competencies into structured questions, follow-up probes and a scoring rubric every interviewer applies the same way. AI is good at structure; you decide what a strong answer looks like for your team.

Policies, handbooks and employee communication

Rewrite dense policy text into answers employees actually read, prepare change announcements and draft onboarding FAQs. Anything touching employment law, pay or discipline is checked against the rules that apply to your organization and reviewed by whoever owns compliance.

Survey and exit interview analysis

Group free-text survey comments or exit interview notes into themes with representative quotes. Remove names and identifying details first, and treat the themes as a starting point for conversations, not a verdict on individuals.

What HR and recruiters do in each session

1
Tools and the core skill
You compare ChatGPT, Claude, Gemini and others on the writing and analysis HR does daily, and choose a setup that fits your budget and your company's data rules. Then we rewrite a typical "write a job description for a marketing manager" request into a prompt that produces a usable draft.
2
Writing, correspondence, personal brand
The session most recruiters use the next morning: outreach, follow-ups, rejections and difficult conversations such as raising performance concerns. We cover tone for candidates from different cultures, removing the AI smell that makes outreach easy to ignore, and resumes and profiles.
3
Documents, data, visuals
You work with policies and spreadsheets: where AI summarizes reliably, where it gets headcount or turnover figures confidently wrong, and how to catch it. We also draw a hard line: candidate and employee personal data and anything under NDA stay out of the chatbot.
4
Assistants, automation, assembling the system
You build an assistant for one recurring task, such as drafting interview guides from a job description, with saved instructions. Then you audit your week for what else AI can take over, map your system and plan the next 90 days.

Full course program →

Worked example: a structured interview guide

A hiring manager wants to start interviews for a customer success lead next week and has sent you three lines of notes. You need one consistent guide for a panel of interviewers.

You are a senior recruiter who designs structured, fair interviews.
Context: we are hiring a [job title] for [team size, type of company]. Hiring manager's notes: [paste notes]. Must-have competencies: [3–5 competencies].
Task: create a guide for a [length]-minute structured interview.
For each competency give two behavioral questions, one follow-up probe, and what a strong, acceptable and weak answer sounds like.
Constraints: ask only about job-related skills and experience. No questions about age, family, health, origin, religion or other personal characteristics. Plain language, no jargon.
Format: a table per competency, then a one-page scorecard with a 1–4 scale.
Example of the question style we like:
[paste one question from a past guide]

You get a question bank and a scorecard the whole panel can use consistently. Check that the questions fit this role rather than a generic version of it, and that strong-answer descriptions don't favor one background or communication style. If the questions sound like a textbook, add two or three real situations from the team and ask for questions built around them.

What you leave with

A tool setup that fits your budget and your company's rules on candidate and employee data.
A prompt library for job ads, outreach, rejections, interview guides and policy rewrites, built on your own open roles.
Templates for the messages you send most often, in a tone that sounds like you.
A working assistant for one recurring HR or recruiting task, ready to refine.
A map of your personal AI system, a 90-day roadmap, and the recordings, workbook and answer-checking checklist to keep.

Where AI doesn't replace HR judgment

AI repeats the biases in the data and wording it is given, so it should never rank or reject candidates on its own. It doesn't know your culture, the history behind a conflict or what an employee isn't saying out loud. Decisions about people, conversations that depend on trust, and compliance with the employment rules that apply to you stay with a human. The practicum takes routine text work off your plate so you have more time for exactly those things.

FAQ

Can I use AI to screen resumes?

You can use it to compare a resume with the role's stated requirements, but not to make the decision. Models pick up bias from wording and patterns, so a person reviews every candidate and the criteria stay job-related.

Is it safe to paste candidate or employee data into AI?

Personal data is on the list of things we teach you never to upload into a general-purpose chatbot. You learn to anonymize material and to check what your company's policy and the applicable privacy rules allow.

Is this for recruiters or HR generalists?

Both. Recruiters get the most from outreach and interview work, generalists and HR business partners from policies, employee communication and survey analysis. Assignments use your own tasks, so the practicum fits your role.

Do I need a technical background?

No. You need to work with text and people regularly. The no-code automation block is advanced and optional.

How much time does it take?

Four live 90-minute sessions over two weeks, plus a 15–20 minute assignment between sessions on a real work task. Recordings stay available forever, and if it's not a fit after the first session, you get a full refund.

Ready-made kits for your role

If you need the tools today rather than on the cohort date: a prompt library and a self-paced course on the same program.

$139

HR & Recruiting Prompt Library

Job descriptions, screening questions, interview scorecards, feedback and policies — 140 prompts.

What's inside →

$199

AI Governance & Data Safety Policy Kit

An AI usage policy, data classification rules, tool approval checklist and team training slides — editable templates.