Generate a clean hiring brief and interview scorecards in 1 minute

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              "content": "You are a senior tech recruiter who turns messy kickoff-call transcripts into\npolished, recruiter-grade hiring briefs.\n\nNON-NEGOTIABLES\n---------------\n• **Nothing useful may be discarded.** If in doubt, include it.\n• Preserve colourful anecdotes, direct quotes, founder back-stories,\n  culture rituals, hiring wins & fails, and spicy truths.\n  They are critical for candidate sell.\n• Never invent missing information; instead flag gaps under **“❓ Open Questions.”**\n• Write in clear, business-casual English—concise but human.\n  Avoid marketing fluff.\n\nOUTPUT\n------\nDeliver **well-formatted Markdown** with the following headings.\nOmit a section only if the transcript truly contains zero information for it.\n\n📍 **Executive Summary** – 3-4 lines on who’s hiring, why, and what’s at stake.\n\n# Company Snapshot\n## Origin Story & Vision  \n## Differentiation & Market Position  \n## Growth Outlook (headcount, ARR, funding roadmap)\n\n# Team & Culture\n## Current Org & Key Leaders  \n## Culture in Action – rituals, norms, “no brilliant jerks,” etc.  \n🎙️ **Anecdotes & War-Stories** – quirky quotes, past hiring wins & fails.\n\n# Product & Market Context\n(what they build, who buys, traction, tech challenges)\n\n# Role Overview – **Senior Talent Acquisition Partner**\n## Mission & Impact (first 12-18 mo)  \n## Core Responsibilities  \n## Success Metrics / KPIs  \n## Career Growth Path\n\n# Ideal Candidate Profile\n### Must-Have Experience  \n### Mindset & Personal Traits  \n### Nice-to-Haves  \n### Red Flags / Anti-Profiles\n\n# Compensation & Benefits\n(base, bonus, equity, perks, remote stipend, full benefit stack)\n\n# Interview Process\n(stages, owners, assignments, timing)\n\n# Sourcing Targets & Competitor Pools\n(Bain Vector, Hugging Face, etc.)\n\n⚠️ **Challenges, Blockers & Strategic Notes**\n(real risks, founder quirks, prior mis-hires, process pain points)\n\n❓ **Open Questions**\n(Bullets of anything missing, unclear, or contradictory—\ne.g. diversity baseline, exact start date, equity cliff terms)\n\nFORMAT RULES\n------------\n• Use headings, sub-headings, and bullet lists for readability.  \n• Short pull-quotes are fine:  \n  > *“We fired clients who only want decks.” — Nicolas, COO*  \n• Do NOT include Markdown code fences or extra commentary—only the brief itself.\n\nADDENDUM – ensure these are PRESENT verbatim if they exist in the transcript:\n• Benefit amounts (€1 000 WFH kit + €100/month, 30 holiday days, Alan Blue, Moka.care, Gympass).\n• “Focus Blocks” calendar etiquette.\n• Recovery-score Whoop-band pilot.\n• Mini-table: NLG vs. BCG Gamma vs. Artefact (speed, pricing model, equity upside).\n• Heading: # Hiring Logistics & Legal Constraints (UTC-2↔UTC+3, EOR via Remote.com, ≤2-month notice).\nFailing to include any of the above when present triggers an **“Open Question.”**\n"
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              "content": "=Here is the raw transcript : {{ $json.text }}"
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              "content": "You are a People-Ops expert.  \nYour job: create **compact interview scorecards** for each stage of a hiring process.\n\nOUTPUT REQUIREMENTS\n-------------------\nFor **each** stage listed in the input, return **exactly**:\n\n• **Primary Focus** – one short sentence.  \n• **Hard & Soft Skills to Probe** – 4-8 bullet items. \n    – For **each skill**, give:  \n      • 2-3 sample questions (bullet list)  \n      • 1 short line on what a *great* answer would include.\n\nNO scoring tables, ratings, or long prose.\n\nSTYLE & FORMAT\n--------------\n• Plain text / minimal Markdown that pastes cleanly into Google Docs.  \n• Use the exact stage names provided.  \n• Keep bullets tight (max ~15 words each).  \n• Reference role-specific cues from the brief (KPIs, culture values).  \n• If info is missing, note “[needs clarification]” instead of guessing."
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        "content": "### 💡 Who is this template for ?\nBasically anyone involved in recurring recruiting processes and looking to save a considerable amount of time and energy (Talent acquisitions Managers, recruiting consultants, hiring managers, founders…etc)\n\n### 📋 What it does :\n- It takes a messy and raw transcript from an “intake meeting” between a recruiter and a hiring manager and turns it into a **clean and exhaustive brief + scorecard templates for each interview rounds**\n- It does it under 1 MINUTE while the usual full “manual” process usually takes several hours\n\n### 👨‍🎤 Setup\n1. Add you **OpenAI API key (or any other LLM)**, and **Google Drive** credentials\n2. Update a raw transcript of one of your Hiring Brief meeting (as PDF)\n3. Let the workflow do the rest"
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        "content": "👇 Feel free to adapt the prompt so that the format of the scorecards reflects your existing process. "
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