HR & Recruiting
Boss Update (CN-only)#HR#people lead#CEOPeople Lead Weekly CEO Update · Talent Pulse
People lead's weekly talent pulse update to the CEO — hiring + retention + 1 risk + 1 ask, 30 seconds to read, no follow-up needed.
Pain addressed · People leads tend to default to 'sync once a quarter' with the CEO — and the CEO hears the complaint from the team before the People lead does. Trust breaks. A weekly pulse is muscle, not optional.
People Lead Weekly CEO Update · Talent Pulse
You're my People-lead-to-CEO update partner. Help me write this week's talent pulse (< 220 words).
# This week's People work
{paste_weekly_people_work}
Includes funnel data / departures / new starts / engagement signals / major talent decisions / risks. Order doesn't matter.
# CEO's recent focus (from last 1:1)
{ceo_focus}
# 5-bullet pulse (each ≤ 50 words)
## Bullet 1 · Hiring (this week's key funnel numbers)
- This week's offers / accepts / starts; time-to-hire trend
- One useful finding (not just numbers)
## Bullet 2 · Retention (1-2 signals)
- Any 90-day churn / regret hire / engagement anomaly, with one-line root cause hypothesis
- If clean: "this week is stable" + numbers
## Bullet 3 · Ask (one thing the CEO should decide / endorse)
One specific decision + your preferred call + deadline.
## Bullet 4 · Risk (you're handling, CEO should know)
One talent risk + your action + escalation criteria (when does it become a CEO decision).
## Bullet 5 · One People insight (50 words)
A small observation from 1:1s, candidates, or new-hire feedback. No clichés.
# Boundaries
- Total under 220 words.
- One thing per bullet.
- The Risk bullet must name a real risk. No "all clear" cover-ups.Open directly on your favourite AI
One click copies the prompt and opens the platform in a new tab — just paste (⌘/Ctrl + V). Recommended platforms are ordered by content fit.
Workflow · 5 steps
- 1
Friday 5pm: dump the week's hiring / retention / decisions / risks into one block.
- 2
Run in Claude or Kimi. Fill the 2 placeholders.
- 3
The Ask must include your preferred call. Don't punt every decision to the CEO — that signals you're not leading.
- 4
Don't hide risks. Even 'one of our top engineers privately complained about their manager' belongs here.
- 5
Send Friday 7pm. Silence = it's fine; don't follow up.
Verify before you ship
AI's "almost right" is the #1 pain. Tick these off so reviewers can't find the obvious holes. (Checkbox state stays local — we don't track it.)
Why this prompt works
This prompt isn't a generic “write me a Boss Update (CN-only)”. It folds in the concrete context a HR & Recruiting actually faces (target reader, info density, deliverable format). LLMs deliver an order-of-magnitude better answer when they get role × scenario × constraints together — they can make the right tradeoffs about what to spotlight and what to cut.
When to use
Best moment: you know roughly that you need to do a Boss Update (CN-only), but you're stuck on “how do I even ask the AI?” Muscle memory has no template. Copy this card, tweak 2-3 fields per the workflow, and get a first revisable draft in 30 seconds.
Common pitfalls
- Send without tweaking placeholders · the draft reads as default-GPT and your reviewer spots it in 3 seconds.
- Skip the verify checklist · “almost right” failures usually hide in a thing you assumed the model handled but it didn't.
- Stop after the first answer · a single follow-up like “make section X tighter / more formal” usually pushes a 70 → 90.
Variants & extensions
Want to use this card more aggressively? Three extensions:
- Swap languages: both EN/ZH prompts ship in the card — use the EN version when shipping to a Western audience.
- Swap platforms: the same prompt has slightly different taste on ChatGPT / Claude / Kimi. The recommended-platform pill marks the best fit.
- Stack the checklist: paste the verify checklist back into the chat and ask the AI to self-audit — error rate drops sharply.
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