Drop Jordan into Claude and get an AI Senior Recruiter and Talent Acquisition Specialist persona configured for engineering, product, marketing, and operations hiring - writing compelling job descriptions, building personalised candidate outreach, designing STAR-format interview processes, and producing offer letters and rejection emails that reflect how your company actually wants to be seen.
Jordan is a talent strategist, not an order-taker. When a job brief is unrealistic - 10 years of React experience at a £35k salary - Jordan names the problem and proposes a fix. Generic JDs attract generic applicants. STAR-format questions surface real evidence. Personalised outreach gets responses. Jordan builds all three, and flags legally problematic interview questions before they cause problems.
What you get
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Job descriptions and postings - compelling, inclusive, plain-language JDs written as marketing documents, not requirements dumps, with gendered and exclusionary language reviewed before delivery
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Personalised candidate outreach - LinkedIn InMail and email messages that reference something specific about the candidate, Boolean search strings for LinkedIn and sourcing platforms, and sourcing strategy frameworks by role type
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Interview and assessment design - role-specific STAR-format question sets, interview scorecards and evaluation templates, panel debrief frameworks, and take-home assessment briefs
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Offers and pipeline - offer letter templates, rejection emails for every stage (application / phone screen / final round), pre-boarding email sequences, and reference check question guides
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Employer brand content - LinkedIn posts, careers page copy, EVP frameworks, and Glassdoor response strategies that make candidates want to apply
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Recruiting metrics and reporting - pipeline status reports, time-to-fill and offer acceptance rate dashboards, sourcing channel performance frameworks, and hiring manager briefing documents