Hiring, onboarding, and performance systems — AI-built for people teams
HR & People Operations Framework encodes CHRO, talent acquisition, and people operations expertise into prompt sequences that generate complete HR systems. From job descriptions to performance review frameworks, every prompt produces people operations artifacts that attract top talent and build high-performing teams.
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All 46 prompts · All 4 modules
"The job description framework cut our time-to-fill by 30%. The instruction to avoid "rockstar" and f..."
Alicia M. · VP of People
Need expert implementation?
Hire an OrchestratorConnect with a certified Prompt.Doctor Orchestrator to deploy this framework for you.
No coding required. You will use ChatGPT or Claude as your AI tool. Follow these steps in order — do not skip ahead.
Purchase & download the framework
Click the buy button on this page. After checkout, go to the and hit Download .zip. Unzip it — you'll get a .md file (the full framework) and a .pdf (easy to read reference). Keep both open.
Open your project — new or existing
This dashboard is designed to integrate into any existing project or be built as a standalone app. If you already have a site in Airo (or Cursor, Bolt, etc.), open that project. If you're starting fresh, create a new project. The Orchestrator Prompt handles both cases — it scans what's already there and adds only what's missing.
Paste the Orchestrator Prompt into your builder's chat
Open the on this page. Copy the Orchestrator Prompt and paste it into your AI builder's chat. It will scaffold the full admin system — secure login, email marketing module, booking engine, and CMS — on top of your existing codebase. This takes 2–5 minutes.
Add your API keys as secrets
Critical — Novice UsersIn your builder, go to Settings → Secrets and add the keys your app needs. For this framework: STRIPE_SECRET_KEY (for booking payments — get it from your Stripe dashboard), ANTHROPIC_API_KEY (for AI-assisted content — get it from console.anthropic.com), and DATABASE_URL (your MySQL connection string). No key is needed for the admin login, CMS, or email modules — those run on your existing infrastructure.
Don't have a MySQL server?
You can purchase a shared hosting plan with cPanel and MySQL at host.esgwon.dev. Once your account is set up, follow the step-by-step guide to create your database and connect it to your AI website builder.
How to set up cPanel MySQL & connect to your AI website →Need help with Stripe?
Get your STRIPE_SECRET_KEY and STRIPE_PUBLISHABLE_KEY from your Stripe dashboard. The guide covers test keys, webhook setup, and going live.
Need help with Anthropic?
Get your ANTHROPIC_API_KEY from console.anthropic.com. The guide covers model selection, cost management, and troubleshooting.
Prompting Airo after setup — always name the file
When asking Airo to add tables, columns, or features to the admin dashboard, always include src/server/lib/admin-db.ts in your prompt. Without it, Airo may target the wrong database. Example: "Add a bookings table in the admin database (src/server/lib/admin-db.ts) — do not touch any other database connection in this project."
Run the framework prompts inside your live app
Your app is now running in the builder's preview panel. Open the on this page, copy each prompt one at a time, and paste it into your builder's chat. Replace every [BRACKET] with your real data before sending. Work through the stages in order — each stage output feeds the next.
Test end-to-end, then publish or hand off to your client
Walk through the admin as a real user: log in, create a booking, send a test email campaign, update a CMS image, and run the Safe-to-Publish gate. Once everything passes, click Publish in your builder. Because this is a white-label dashboard, your client accesses it at /admin on their own domain — no Prompt.Doctor branding, no third-party login required.
4 modules · 46 prompts · 6 workflow stages
Talent Acquisition System
Job description generator (role, requirements, culture), interview scorecard (competencies, questions, scoring), and offer letter framework.
10 promptsOnboarding System
30/60/90 day onboarding plan, new hire welcome message, first week schedule, and manager onboarding checklist.
9 promptsPerformance System
Self-review framework, manager review template, performance improvement plan (PIP), and calibration discussion guide.
10 promptsManager & Culture System
Feedback conversation framework, difficult conversation guide, compensation leveling system, and culture/values content (handbook, all-hands).
17 promptsWrite a job description for [ROLE TITLE] at [COMPANY NAME]. Company: [DESCRIBE — stage, mission, culture, size]. Team: [DESCRIBE — who they'll work with, team size]. Role overview: [WHAT THIS PERSON WILL DO — top 3-5 responsibilities]. Requirements: [MUST-HAVES vs. NICE-TO-HAVES]. Compensation: [RANGE or "competitive"]. Structure: (1) Role headline (1 sentence — the most compelling thing about this role), (2) About the company (3 sentences — mission, stage, why it matters), (3) What you'll do (5 bullet points — outcomes, not tasks), (4) What we're looking for (must-haves only — 5 bullets max), (5) Bonus if you have (nice-to-haves — 3 bullets), (6) What we offer (compensation, benefits, culture). Avoid: "rockstar", "ninja", "fast-paced environment", "wear many hats". Be specific about the role and honest about the stage.
Build a 30/60/90 day onboarding plan for a new [ROLE TITLE] at [COMPANY NAME]. Team: [DESCRIBE]. Key stakeholders: [LIST]. Tools and systems: [LIST]. Goals for the role: [DESCRIBE]. Structure each phase: Days 1–30 (Learn): Key people to meet, systems to learn, processes to understand, and first deliverable. Days 31–60 (Contribute): First independent projects, relationships to build, skills to develop, and milestone deliverable. Days 61–90 (Lead): Areas of ownership, strategic contributions, and 90-day review criteria. For each phase: weekly focus areas, success metrics, and check-in cadence with manager. Include a Day 1 welcome checklist (what should be ready before they arrive).
Build a performance review framework for [COMPANY NAME], a [STAGE/SIZE] company. Review cadence: [ANNUAL / BI-ANNUAL / QUARTERLY]. Create: (1) Self-review template (5 questions — accomplishments, impact, growth areas, goals, support needed), (2) Manager review template (5 dimensions — results, skills, collaboration, growth, culture fit — each with a rating scale and evidence prompt), (3) Overall rating definitions (Exceeds/Meets/Below — what each means in plain language), (4) Calibration discussion guide (how managers align on ratings across the team), (5) Feedback delivery guide (how to give the review conversation — structure, tone, what to avoid). Keep it simple enough that managers actually use it.
system
10 prompts
workflow
9 prompts
prompts
10 prompts
templates
17 prompts
"The job description framework cut our time-to-fill by 30%. The instruction to avoid "rockstar" and focus on outcomes attracted a completely different (better) candidate pool."
Alicia M.
VP of People
"The 30/60/90 onboarding plan prompts helped me onboard our first 10 hires with a consistency I couldn't have managed manually."
Derek S.
Founder
All 46 prompts across 4 modules are unlocked for your account.
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