Product

Test Library

Pricing

Resources

Book a demo

Back to all skills

AI SKILLS FOR HR

Create a Hiring Brief

Turn a messy intake conversation into a one-page brief everyone agrees on.

Download skill

What it does

Create a Hiring Brief is a free AI skill that turns notes from a hiring manager intake meeting into a one-page brief: why the role exists, first-90-day outcomes, must-have skills, interview stages and the questions still open. It's for recruiters and hiring managers.

It works in Claude, ChatGPT, Microsoft Copilot and other AI Assistants.

You give it

Intake notes or the hiring manager's email

The role, who it reports to and why it is open
Optional: location, pay range, the old job description, target start date

You get

Why the role exists, and for a replacement, whether to replace like-for-like or rethink it

3–5 first-90-day outcomes
Must-have skills (no more than six) and skills the person can learn in the role
Pay and terms, a short pitch for the ad, interview stages and one decision owner
A timeline, the risks and the top five questions to settle before you source

Download example

How it helps

It does the job of a recruiting intake form, built from what you already have: a call summary or a forwarded email. It asks for anything missing, then drafts the brief to a fixed template.

Outcomes first, skills second

Each outcome says what will be done, by when, and how the manager will know. The skills come from those outcomes, not from the old job title.

Skills over pedigree

Every must-have faces one test: "Would you turn down an otherwise strong person who lacks this?" If not, it moves to "Can learn in the role". Years and degrees become what the person can do, unless the work truly requires them.

Gaps stay visible

Missing pay, outcomes or notice periods are marked [TBC]. Risks such as an unrealistic start date are flagged, and every must-have is checked at least once in the interview stages.

Why we think it's useful

The ad, the sourcing and the interviews all borrow from the brief. We think it's worth getting the hiring manager to agree it in writing, open questions included, before sourcing starts.

BEFORE

From the intake notes

Need a Finance Ops Analyst. D.R. leaving end of next month, so replacing her. She did AP, some AR, and pulled the month-end reports together.

BUT we're moving to the new ERP in Q1 so honestly want someone more systems-minded. AP might go to the shared service centre in Kraków next year?? not decided.
Wants someone "who can hit the ground running", 5+ yrs, accounting degree, Excel wizard, ideally young and hungry.
Month-end close: wants them owning the reporting pack by month 2.
Budget: "similar to D.R., maybe a bit more". No number.

Need a Finance Ops Analyst. D.R. leaving end of next month, so replacing her. She did AP, some AR, and pulled the month-end reports together.

BUT we're moving to the new ERP in Q1 so honestly want someone more systems-minded. AP might go to the shared service centre in Kraków next year?? not decided.
Wants someone "who can hit the ground running", 5+ yrs, accounting degree, Excel wizard, ideally young and hungry.
Month-end close: wants them owning the reporting pack by month 2.
Budget: "similar to D.R., maybe a bit more". No number.

Need a Finance Ops Analyst. D.R. leaving end of next month, so replacing her. She did AP, some AR, and pulled the month-end reports together.

BUT we're moving to the new ERP in Q1 so honestly want someone more systems-minded. AP might go to the shared service centre in Kraków next year?? not decided.
Wants someone "who can hit the ground running", 5+ yrs, accounting degree, Excel wizard, ideally young and hungry.
Month-end close: wants them owning the reporting pack by month 2.
Budget: "similar to D.R., maybe a bit more". No number.

AFTER

Shown beside the notes

What the skill flagged: shown beside the notes

Comments were left out because they referred to protected characteristics (age).

"5+ years" and "hit the ground running" replaced by the day-one skills and the day-60 reporting outcome.

What the skill flagged: shown beside the notes

Comments were left out because they referred to protected characteristics (age).

"5+ years" and "hit the ground running" replaced by the day-one skills and the day-60 reporting outcome.

What the skill flagged: shown beside the notes

Comments were left out because they referred to protected characteristics (age).

"5+ years" and "hit the ground running" replaced by the day-one skills and the day-60 reporting outcome.

First-90-day outcomes

Owns the month-end reporting pack by day 60; Tomas will know because the pack goes out on time without his rework.
Takes over D.R.'s AR and AP tasks by day 30, with a written handover list. [TBC: confirm scope if AP moves]
Plays an active part in ERP testing and data migration for Finance by day 90. [TBC: confirm the ERP go-live date and the analyst's role]

First-90-day outcomes

Owns the month-end reporting pack by day 60; Tomas will know because the pack goes out on time without his rework.
Takes over D.R.'s AR and AP tasks by day 30, with a written handover list. [TBC: confirm scope if AP moves]
Plays an active part in ERP testing and data migration for Finance by day 90. [TBC: confirm the ERP go-live date and the analyst's role]

First-90-day outcomes

Owns the month-end reporting pack by day 60; Tomas will know because the pack goes out on time without his rework.
Takes over D.R.'s AR and AP tasks by day 30, with a written handover list. [TBC: confirm scope if AP moves]
Plays an active part in ERP testing and data migration for Finance by day 90. [TBC: confirm the ERP go-live date and the analyst's role]

Skills

Must-have on day one

How we will check it

Builds month-end reports from ledger data

Case study

Advanced Excel (lookups, pivots, clean models)

Case study

Understands AP / AR and reconciliations

Interview with Ines

Explains numbers clearly to non-finance managers

Interview with Tomas

Qualifications: None required. "Accounting degree" changed to the skills above; keep it only if Tomas can say why the work needs it.

Fictional company, role, candidate and people.

Get this skill

Download skill

Download example

Free to use and adapt. Provided as is: AI tools don't always follow instructions, so check every output.

Which AI do you use?

Closing the predictive-validity loop requires structured pre-hire data on every requisition. Assessment scores. Behavioral profiles. Hard-skills signals including AI fluency. Without that dataset, you cannot correlate pre-hire signals with post-hire QoH. You cannot tune the next cohort sharper than the last. The hiring system stays static. The score drifts.

Bryq builds the pre-hire dataset that makes the loop possible.

Claude

ChatGPT

Microsoft Copilot

Something else (Gemini, Mistral and others)

Before you use: use an AI your company has approved, share only what the task needs (initials or IDs work), and check every draft.

Better with Bryq

Already use Bryq? Add your assessment results.

Link your Bryq account to your AI assistant, and five skills can include your candidates' Bryq results. For example, your debrief shows them next to the interview notes, and your follow-up questions focus on where the two differ. The link only reads data; it never changes anything in Bryq. Results you bring into a chat are shared with your AI provider, like anything else you paste in. Every skill works fully without it.

How to link Bryq to your AI →

FAQ

Find answers to the most frequently asked questions

It's instructed not to. Anything not in your notes is marked [TBC] and added to the open questions. It doesn't assume a currency or a year either.

Yes. For a replacement it asks whether to replace like-for-like or rethink the role, and records the manager's answer. It never decides that for them, or whether the role should be opened at all.

Anything referring to a protected characteristic, such as age, is left out and noted in one line. Other requests that aren't job-related become the skill behind them, and the change is shown.

Why the role is open, what the new person must achieve in the first 90 days, which skills are needed on day one and which can be learned, pay and terms, the interview stages, who makes the decision, and the timeline. The skill drafts a brief with each of these and marks anything the meeting didn't settle as [TBC].

Yes, it's free, and no Bryq account is needed. It works in Claude, ChatGPT, Microsoft Copilot and any other assistant you can paste instructions into.