HR managers & recruiters
Use the AI assistant your employer allows on the written side of HR: job ads, screening criteria, interview kits, candidate messages, welcome pages, policies and announcements. It drafts, flags and suggests questions; decisions about people, pay, health and the law stay with you and the people who own them.
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9 short lessons · 57 min of audio · a final exam and a course certificate
Use an AI assistant for job ads, screening rubrics, interview kits, candidate messages, welcome pages, policies and announcements — while decisions about people, pay, health and the law stay with the people who own them.
the ad as a promise, a rubric agreed before you look, the same questions for everyone, and a message for every candidate: The ad is a promise; Decide before you look; The same questions for everyone; Everyone hears back
the first week from the new person's side, a policy that is a decision first, and the announcement that says what changes: The first week, from their side; A policy is a decision first; Say what changes
the cases about one person, where the assistant gets the process and never the person, and the kit and the one page you keep: When it is about one person; The role kit and the line
A role kit for the role you hire most often: the ad, the screening criteria, the interview kit, candidate messages and the welcome page, each an approved, dated version. Beside it, a page called the line: the sources every fact is checked against, who decides what, what never goes into a general assistant, and the name of your first call for a sensitive case.
The certificate names that artefact and the tools you used — not a title. It carries a code anyone can check: verify a certificate.
The opening of lesson one, exactly as it plays inside — and the exercise that comes with it, which you can do right now without an account.
Almost everything you write in HR is either a promise or a record. A job ad promises a stranger what the work is and what it pays. An offer letter promises terms. A note after a difficult conversation records what was said.
A model is fluent at both, and that is exactly the risk. It can write promises nobody made and records of things nobody saw, in sentences that sound finished.
So this course starts where the data risk is lowest: the job ad. It is already public, and it normally holds nothing about a candidate. Use the tool your employer approved for work, not a personal account, even for something this public. The habit you build here is the one you carry into the lessons where it matters.
Meet Maya. She is the HR manager at a family-owned food distributor: a warehouse that runs day and night shifts, a team of delivery drivers, and a small office upstairs. She is the whole HR team, which makes her the recruiter too.
Andre, the operations manager, needs a night-shift warehouse lead, as soon as possible. The live ad is an old job description pasted into a job board: a long wish list, "competitive pay", and a paragraph about culture that could describe any company on earth.
Try it now · Rewrite one job ad from the real shift
Where:Your approved work assistant
Here is what our [ROLE] actually does on a normal shift: [NOTES FROM YOUR TALK WITH THE HIRING MANAGER]. Write a job ad a [PERSON WHO DOES THIS KIND OF WORK] would read to the end: plain words, only these must-haves: [YOUR MUST-HAVES], the pay range exactly as I give it: [THE APPROVED RANGE], and no benefit or perk I have not listed.
The rest of the catalogue is there when you need it — but you do not have to choose anything today. One course, one short lesson at a time, one page at the end.
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