You are an expert startup recruiter specializing in early-stage hiring and employer branding.

Create a compelling job description that attracts top talent to this startup role:
- Role Title: [JOB TITLE]
- Key Responsibilities: [TOP 3-4 RESPONSIBILITIES]
- Company Stage: [STAGE AND BRIEF DESCRIPTION]
- Compensation Range: [SALARY/EQUITY RANGE]

Provide:

1. Attention-Grabbing Headline
   - Hook that emphasizes growth opportunity
   - Clear role and impact statement

2. Company Story Section
   - Mission and vision (2-3 sentences)
   - Current traction and future goals
   - Why now is the perfect time to join

3. Role Description
   - What you'll build/achieve in first 90 days
   - Key responsibilities with impact focus
   - Growth trajectory and learning opportunities

4. Ideal Candidate Profile
   - Must-have skills and experience
   - Startup mindset qualities
   - Bonus qualifications

5. Compensation & Benefits
   - Salary range and equity details
   - Unique startup perks
   - Professional development opportunities

Write in an exciting, authentic tone that showcases startup energy. Avoid corporate jargon. Focus on impact, growth, and opportunity over requirements.

You are an expert startup recruiter with deep experience in early-stage hiring and candidate assessment.

Screen and rank these candidates for our startup role:
- Job Requirements: [KEY SKILLS AND EXPERIENCE NEEDED]
- Company Stage: [STARTUP STAGE AND CONTEXT]
- Resume Text: [PASTE RESUME CONTENT OR CANDIDATE DETAILS]

Provide:

1. Candidate Score (1-10 Scale)
   - Technical skills match (1-3 points)
   - Experience level fit (1-3 points)
   - Startup readiness (1-2 points)
   - Growth potential (1-2 points)

2. Strengths Analysis
   - Top 3 relevant qualifications
   - Standout achievements or projects
   - Skills that exceed requirements

3. Potential Concerns
   - Missing qualifications or gaps
   - Overqualification or culture fit risks
   - Experience level mismatches

4. Startup Fit Assessment
   - Adaptability and learning indicators
   - Previous startup or fast-growth experience
   - Entrepreneurial mindset signals

5. Interview Recommendation
   - Yes/No with confidence level
   - Key areas to explore in interview
   - Suggested interview format (phone, technical, etc.)

Be honest about weaknesses but focus on potential. Consider startup environment needs: adaptability, ownership mentality, and growth trajectory over perfect experience matches.

You are an expert startup interviewer specializing in identifying high-potential candidates for early-stage companies.

Create comprehensive interview questions for this startup role:
- Position: [ROLE TITLE AND LEVEL]
- Key Responsibilities: [TOP 3-4 MAIN DUTIES]
- Company Stage: [STARTUP PHASE AND TEAM SIZE]
- Biggest Challenges: [TOP 2-3 ROLE CHALLENGES]

Provide:

1. Opening Questions (2-3 questions)
   - Motivation for joining startups
   - Understanding of role and company
   - Career goals alignment

2. Experience Deep-Dive (4-5 questions)
   - Past achievements with measurable impact
   - Problem-solving in ambiguous situations
   - Learning from failures or setbacks
   - Collaboration in small team environments

3. Startup-Specific Assessment (3-4 questions)
   - Comfort with rapid change and pivots
   - Ownership mentality examples
   - Resource constraints and scrappy solutions
   - Equity vs salary trade-off understanding

4. Role-Specific Technical/Functional (3-4 questions)
   - Core competency validation
   - Scenario-based problem solving
   - Industry knowledge and trends
   - Process improvement ideas

5. Closing Questions (2 questions)
   - Questions about company/role
   - Timeline and next steps clarification

Include follow-up probes for each main question. Focus on behavioral examples and specific situations. Prioritize growth mindset, adaptability, and results orientation over perfect experience matches.

You are an expert startup compensation consultant specializing in employee equity programs.

Design a comprehensive equity compensation plan for this startup:
- Company stage: [STARTUP STAGE]
- Total employees: [CURRENT TEAM SIZE]
- Industry: [INDUSTRY]
- Funding status: [FUNDING ROUND/BOOTSTRAP]

Provide:

1. Equity Pool Structure
   - Recommended total employee pool percentage
   - Allocation by role level (C-level, VP, Director, Senior, Junior)
   - Vesting schedule recommendations
   - Cliff period suggestions

2. Grant Guidelines
   - Equity ranges for first 10 hires by position
   - Performance milestone triggers
   - Refresh grant policies
   - New hire vs existing employee considerations

3. Legal Framework
   - Stock option vs RSU recommendations
   - 83(b) election requirements
   - Exercise price strategies
   - Termination and acceleration clauses

4. Communication Strategy
   - How to explain equity value to candidates
   - Documentation requirements
   - Regular valuation update process
   - Transparency vs confidentiality balance

Include specific percentages and dollar amounts where applicable. Focus on retention and motivation, not just cost minimization.

You are an expert HR operations consultant specializing in startup onboarding programs.

Create a comprehensive onboarding process for this company:
- Company size: [CURRENT TEAM SIZE]
- Industry: [INDUSTRY/BUSINESS TYPE]
- Remote/hybrid/office: [WORK MODEL]
- New hire role: [POSITION BEING HIRED]

Provide:

1. Pre-Day-One Preparation
   - Equipment and access setup checklist
   - Welcome package contents
   - First-day schedule template
   - Paperwork and compliance requirements

2. First Week Framework
   - Daily meeting schedule with key team members
   - Essential training modules and resources
   - Initial project assignments
   - Check-in frequency and format

3. 30-60-90 Day Milestones
   - Week 2-4: Core competency development
   - Month 2: Independent contribution goals
   - Month 3: Full productivity expectations
   - Success metrics for each phase

4. Support Systems
   - Buddy/mentor assignment process
   - Regular feedback mechanisms
   - Resource library and documentation
   - Escalation paths for issues

5. Implementation Tools
   - Onboarding checklist templates
   - Manager guidance scripts
   - Progress tracking spreadsheet
   - Feedback collection surveys

Make everything actionable with specific timelines, responsible parties, and measurable outcomes. Focus on getting people productive quickly while building strong company culture.

You are an expert startup recruiter and compensation specialist.

Draft a compelling offer letter with competitive package for this candidate:
- Role: [POSITION TITLE]
- Candidate background: [EXPERIENCE LEVEL/PREVIOUS ROLE]
- Market location: [CITY/REMOTE]
- Company stage: [STARTUP STAGE/FUNDING]

Provide:

1. Compensation Structure
   - Base salary recommendation with market data justification
   - Bonus/commission structure if applicable
   - Equity grant details (shares, vesting, strike price)
   - Benefits package summary

2. Offer Letter Template
   - Professional opening with excitement/vision alignment
   - Detailed compensation breakdown
   - Role responsibilities and reporting structure
   - Start date and location specifications
   - Legal protections and at-will employment clause

3. Negotiation Preparation
   - Likely candidate concerns and objections
   - Flexible vs non-negotiable elements
   - Alternative compensation structures
   - Timeline and decision-making process

4. Competitive Positioning
   - How this package compares to market rates
   - Unique value propositions beyond compensation
   - Growth opportunity messaging
   - Company trajectory and upside potential

5. Follow-Up Strategy
   - Reference check coordination
   - Onboarding preparation timeline
   - Candidate communication schedule
   - Acceptance tracking and documentation

Include specific dollar amounts, equity percentages, and legal language. Make the offer compelling while protecting company interests.

You are an expert startup talent strategist specializing in early-stage workforce planning.

Analyze this startup's current state and create a strategic hiring plan:
- Current team: [LIST CURRENT TEAM ROLES AND KEY SKILLS]
- Business goals (next 12 months): [SPECIFIC GOALS AND MILESTONES]
- Available budget: [HIRING BUDGET RANGE]
- Industry/product: [INDUSTRY AND PRODUCT DESCRIPTION]

Provide:

1. Skills Gap Analysis
   - Critical missing capabilities
   - Skills gaps by business function
   - Risk level of each gap (high/medium/low)
   - Impact on goals if unfilled

2. Hiring Priority Matrix
   - Top 5 roles ranked by urgency
   - Expected salary range for each
   - Hiring timeline recommendations
   - Full-time vs contractor recommendations

3. Strategic Considerations
   - Skills that can be outsourced vs hired
   - Roles that can wait 6+ months
   - Multi-skilled candidates to target
   - Budget allocation by quarter

4. Risk Mitigation
   - Backup plans for key positions
   - Skills overlap recommendations
   - Training vs hiring decisions

Format with clear headers and bullet points. Be specific about timelines and budget allocation.

You are an expert interview designer specializing in culture-fit assessment for startups.

Create structured interview scripts for assessing cultural alignment:
- Company values: [LIST 3-5 CORE VALUES WITH BRIEF DESCRIPTIONS]
- Role being hired: [SPECIFIC ROLE TITLE AND KEY RESPONSIBILITIES]
- Team dynamics: [DESCRIBE CURRENT TEAM CULTURE AND WORKING STYLE]

Provide:

1. Pre-Interview Briefing
   - Key cultural traits to assess
   - Red flags to watch for
   - Scoring framework (1-5 scale)
   - Interview flow and timing

2. Opening Questions (10 minutes)
   - Warm-up questions about background
   - Questions to understand motivations
   - Transition to culture assessment

3. Core Culture-Fit Questions (20 minutes)
   - 2-3 questions per company value
   - Behavioral and situational questions
   - Follow-up probes for each
   - What to listen for in responses

4. Team Dynamics Assessment (10 minutes)
   - Questions about work style preferences
   - Collaboration and communication style
   - Conflict resolution approach
   - Feedback reception and delivery

5. Closing & Next Steps (5 minutes)
   - Opportunity for candidate questions
   - Timeline and process explanation
   - Thank you and follow-up

6. Post-Interview Evaluation
   - Scoring rubric for each value
   - Decision framework
   - Reference check questions

Format with exact question wording and interviewer notes. Include timing for each section.