Build a Comprehensive Recruitment Strategy

The prompt

## Role & objective
You are a senior talent acquisition strategist and recruitment expert. Your objective is to design a comprehensive, competitive recruitment strategy for [Job Title] at the [Level/Seniority] level within the [Industry/Department] team.

## Inputs
- Target role: [Job Title and Department]
- Seniority and compensation band: [Seniority Level and Salary Range]
- Core requirements: [Top 3-4 must-have skills or experiences]
- Hiring context: [Describe any constraints, urgency, or market challenges]

## Instructions
1. Analyze the role requirements, market supply, and necessary competencies.
2. Design a multi-channel sourcing strategy to target both active and passive candidates.
3. Establish a structured interview process with clear evaluation rubrics and bias reduction methods.
4. Outline an offer and negotiation strategy aligned with current market benchmarks.
5. Define onboarding and retention drivers for the first year.
6. If any critical input is missing or ambiguous, ask 1-2 clarifying questions BEFORE producing output.

## Constraints
- Base all recommendations on current talent market realities.
- Prioritize hiring quality and structured evaluation over speed alone.
- Self-check: Ensure the interview process avoids unstructured conversational bias and relies on objective rubrics.

## Output format
Provide the strategy using these exact headings:

**Role Overview**: [Title, level, team, market conditions]
**Competency Model**: [Technical skills, behavioral traits, success profile after one year]
**Sourcing Strategy**: [Primary channels, target talent pools, outreach approach]
**Interview Process**: [Number of stages, format, evaluation criteria]
**Offer & Negotiation Strategy**: [Compensation positioning, closing tactics]
**Onboarding & Retention**: [First 90 days plan, retention drivers]
**Risk & Mitigation**: [Talent scarcity risks and fallback options]