For recruiters · 7 min

Swipe right
on AI.

A tap-through story on working with AI responsibly — told in a language you already speak: intake calls, reference checks, and red flags.

Vibe
Tap the right side to advance, left to go back · No candidates were harmed
01
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Now you screen.

Twelve scenarios from real desks. Swipe right on green-light uses of AI, swipe left on red flags. Some are trickier than they look.

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You're hired — as the human in the loop.

Your first assignment · due before you log off

Steal one prompt from the stack below and run it on a live req today. Not to be perfect — to get a rep in. The recruiters pulling ahead aren't the ones who know the most about AI; they're the ones who practiced first.

Your offer letter · keep these six terms
  • 1AI drafts, you decide. It never screens, scores, or stack-ranks candidates. People decisions stay with people.
  • 2Sensitive data stays home. No candidate PII, no confidential company info in a chat box — anonymize first.
  • 3Reference-check every output. Fluent isn't the same as true. Verify numbers, names, and laws before they leave your desk.
  • 4Brief it like an intake call. Role, context, ask, format — then iterate. The first slate is for calibration.
  • 5Stick to company-approved tools. Vetted enterprise AI carries data protections a public chatbot doesn't. When in doubt, ask before you paste.
  • 6Stay human with candidates. AI preps the conversation; it never has it for you. No auto-sends, no bots in disguise — your voice is the product.
Prompts worth stealing · fill in the brackets
The JD draft“Act as a senior tech recruiter. We're hiring a [role] for a [size / industry / city] team, [hybrid / remote]. Draft a job post under 350 words, friendly-but-direct, with a ‘what you'll ship in 90 days’ section. Give me 2 versions.”
The bias audit“Review this job description for language that could discourage qualified candidates — gendered terms, jargon, inflated requirements. Flag each issue, explain why, and suggest a rewrite.”
The intake prep“I'm meeting a hiring manager about a [role] opening. Give me 10 intake questions that separate must-haves from nice-to-haves, define success at 12 months, and surface why the last person thrived or struggled.”
Built by Josh Lollman · joshualollman.com