Founders treat AI like a junior recruiter: they paste in a rough role description and get a clean job description back, ask it to compare a stack of resumes against the must-have skills for the role, and have it draft interview questions and scorecards so every candidate gets judged the same way. The newer trick is agent modes (like ChatGPT Agent) that can actually browse LinkedIn profiles and summarize candidates for you, not just write text. The rule practitioners follow: AI drafts and organizes, but a human makes every yes/no call on a candidate.
4 resources.
A real operator screen-shares exactly how she uses ChatGPT agent mode to source and summarize LinkedIn candidates, practitioner gold, not theory.
Watch on YouTube youtube.com →Copy-paste prompts for every hiring stage, JDs, screening criteria, behavioral interview questions, with clear warnings on what not to delegate to AI.
Open aihr.com →A concrete founder playbook (calibration briefs, panels, signal capture) showing where AI note-taking and scoring actually fit into an early-stage hiring loop.
Open metaview.ai →A simple five-step scorecard framework built for startups with no recruiting team, the structure that makes AI-assisted interview prep actually fair and useful.
Open dover.com →The same ground, over in Co-founders, team & legal, our Starting Up track.
