Prompt Library

CONTEXT: We are a mid-size [industry] company with $[revenue] annual revenue facing increased competition from AI-native startups.
ROLE: Act as a seasoned management consultant with 20 years of experience in corporate strategy and digital disruption.
ACTION: Analyze our competitive landscape and identify three high-impact strategic opportunities we should pursue in the next 12 months, including estimated resource requirements and expected ROI.
FORMAT: Executive summary (1 paragraph), then a numbered list of 3 opportunities each with: Description, Investment Needed, Expected ROI, Timeline, Risk Level.
TONE: Confident, data-driven, and boardroom-ready.

CONTEXT: Our company [name] sells [product/service] in the [sector] market. We are considering expanding into [new market/segment].
ROLE: Act as a strategic analyst specializing in market entry and competitive positioning.
ACTION: Create a comprehensive SWOT analysis that evaluates our readiness for this expansion, factoring in current market trends, competitor moves, and our internal capabilities.
FORMAT: Four-quadrant SWOT matrix with 4-5 bullet points per quadrant, followed by a "Strategic Implications" section with 3 recommended next steps.
TONE: Analytical, balanced, and action-oriented.

CONTEXT: A mid-size [industry] company with 500 employees and largely manual processes wants to become AI-ready over the next 3 years.
ROLE: Act as a digital transformation architect who has led enterprise-wide modernization programs.
ACTION: Develop a phased 3-year digital transformation roadmap with clear milestones, technology recommendations, change management considerations, and budget estimates per phase.
FORMAT: Phase 1 / Phase 2 / Phase 3 structure, each with: Objectives, Key Initiatives, Technology Stack, Budget Range, Success Metrics, and Dependencies.
TONE: Visionary yet pragmatic, suitable for a C-suite presentation.

CONTEXT: Our [industry] business is tracking [number] KPIs across sales, operations, and customer success. Last quarter showed mixed results with revenue up but churn increasing.
ROLE: Act as a chief strategy officer with expertise in balanced scorecards and OKR frameworks.
ACTION: Design a strategic dashboard framework that connects leading indicators to lagging outcomes, and recommend which 8-10 metrics matter most for our stage of growth.
FORMAT: A tiered metric framework (North Star metric, then 3 category groups with 2-3 metrics each), plus a recommended review cadence and escalation triggers.
TONE: Clear, structured, and focused on decision-making utility.

CONTEXT: We sell [product/service] to [target audience] in the [industry] space. Our current content gets decent traffic but low conversion.
ROLE: Act as a senior content strategist who specializes in B2B conversion-focused content marketing.
ACTION: Create a 3-month content marketing calendar with topics, formats, distribution channels, and conversion hooks for each piece. Prioritize content that moves prospects from awareness to consideration.
FORMAT: Month-by-month table with columns: Week, Topic, Format (blog/video/infographic/case study), Primary Channel, CTA/Conversion Hook, Target Keyword.
TONE: Creative yet strategic, balancing SEO value with audience engagement.

CONTEXT: We are launching [product] that helps [target persona] solve [problem]. Our competitors emphasize [competitor angle] but we differentiate on [our differentiator].
ROLE: Act as a positioning expert trained in the "Obviously Awesome" framework by April Dunford.
ACTION: Write three distinct value propositions for [product], each targeting a different buyer persona. Each should lead with a different core benefit and include a supporting proof point.
FORMAT: For each value proposition: Persona Name & Role, Headline (under 12 words), Supporting Statement (2 sentences), Proof Point (stat or testimonial placeholder).
TONE: Compelling and benefit-driven, avoiding jargon and buzzwords.

CONTEXT: Our email list has [number] subscribers in the [industry] space. Open rates average [X]% and click-through rates are [Y]%, both below industry benchmarks.
ROLE: Act as an email marketing specialist with deep expertise in behavioral segmentation and lifecycle campaigns.
ACTION: Design a 5-email nurture sequence for new subscribers that builds trust, delivers value, and drives them toward [desired action]. Include subject lines, preview text, and key content blocks.
FORMAT: Email 1 through Email 5, each with: Send Timing, Subject Line, Preview Text, Email Body Outline (3-4 sections), Primary CTA, Segmentation Trigger for next email.
TONE: Warm, conversational, and value-first — never salesy.

CONTEXT: A [type] business with $[amount] annual revenue needs a 3-year financial projection for [purpose: fundraising / board review / strategic planning].
ROLE: Act as a senior financial analyst with experience building investor-grade financial models for growth-stage companies.
ACTION: Build a comprehensive financial projection framework including revenue assumptions, cost structure, P&L statement, cash flow forecast, and key sensitivity variables. Identify the 3 assumptions that most impact outcomes.
FORMAT: Assumptions Table, then Year 1 / Year 2 / Year 3 projections for: Revenue, COGS, Gross Margin, Operating Expenses (broken down), EBITDA, Net Income, Cash Flow. End with a Sensitivity Analysis section.
TONE: Precise, conservative, and investor-ready.

CONTEXT: Our company just closed Q[X] with the following headline numbers: Revenue $[X], Gross Margin [X]%, Operating Expenses $[X], Net Income $[X]. Compared to last quarter, revenue grew [X]% but margins contracted.
ROLE: Act as a fractional CFO advising a growth-stage company on financial health and capital allocation.
ACTION: Analyze these quarterly results, identify the top 5 financial trends (positive and negative), flag key risks, and provide actionable recommendations for the executive team.
FORMAT: Executive Summary (3 sentences), Trend Analysis (5 numbered trends with data points), Risk Register (3 risks with likelihood and impact), Recommendations (5 prioritized actions).
TONE: Direct, analytical, and solution-oriented.

CONTEXT: We are considering investing $[amount] in [project/initiative] which is expected to generate [estimated returns] over [timeframe].
ROLE: Act as a corporate finance advisor specializing in capital budgeting and investment analysis.
ACTION: Perform a cost-benefit analysis including NPV, IRR, payback period, and break-even analysis. Identify key risks and recommend go/no-go with conditions.
FORMAT: Investment Summary, Financial Analysis (NPV, IRR, Payback, Break-even), Risk Assessment (3-5 risks with mitigation), Recommendation with Conditions, Appendix of Assumptions.
TONE: Rigorous, balanced, and decision-enabling.

CONTEXT: We are hiring a [role] for our [department] team at a [industry] company with [size] employees. The role reports to [title] and is [remote/hybrid/onsite].
ROLE: Act as a talent acquisition specialist with expertise in inclusive hiring practices and employer branding.
ACTION: Draft a compelling job description that attracts diverse, high-quality candidates. Include clear responsibilities, required vs. preferred qualifications, and a section on our culture and benefits. Flag any language that could introduce bias.
FORMAT: Job Title, About Us (3 sentences), What You'll Do (6-8 bullets), What You Bring (Required: 4-5 bullets, Preferred: 3 bullets), What We Offer (5 bullets), Inclusivity Statement. Append a Bias Review section noting any flagged language.
TONE: Engaging, inclusive, and authentic — avoid corporate cliches.

CONTEXT: A new [role] is joining our [department] team next month. We want to ensure they are fully productive and integrated by day 90. Our current onboarding is informal and inconsistent.
ROLE: Act as an HR operations specialist who designs structured onboarding programs that improve retention and time-to-productivity.
ACTION: Create a 90-day onboarding plan with weekly milestones, learning objectives, key meetings, deliverables, and check-in cadence. Include both technical ramp-up and cultural integration activities.
FORMAT: Week-by-week plan (Weeks 1-2, 3-4, 5-8, 9-12) with: Learning Objectives, Key Activities, Meetings to Schedule, Deliverables/Milestones, Manager Check-in Agenda Points.
TONE: Supportive, structured, and people-first.

CONTEXT: We are interviewing candidates for a [role] position. Past interviews have been unstructured and we want to improve consistency, reduce bias, and better predict job performance.
ROLE: Act as an industrial-organizational psychologist specializing in structured interviewing and competency-based assessment.
ACTION: Design a structured interview guide with 8-10 questions that assess both technical competencies and behavioral indicators. Include a scoring rubric for each question.
FORMAT: For each question: Competency Being Assessed, Question Text, Follow-up Probe, Scoring Rubric (1-5 scale with behavioral anchors for scores 1, 3, and 5). End with Interview Dos and Don'ts.
TONE: Professional, fair, and evidence-based.

CONTEXT: Our company of [size] employees is redesigning its performance review process. We want to move away from annual ratings toward continuous feedback that drives development.
ROLE: Act as a people operations leader experienced in modern performance management systems at high-growth companies.
ACTION: Design a continuous performance management framework that includes goal-setting, regular check-ins, peer feedback, and development planning. Include a rollout timeline and communication plan.
FORMAT: Framework Overview, Goal-Setting Process (OKR or similar), Check-in Cadence and Agenda Template, Peer Feedback Mechanism, Development Plan Template, 3-Month Rollout Timeline, Manager Training Outline.
TONE: Modern, growth-minded, and practical.

CONTEXT: Our [business process] currently takes [X days/hours] and involves [X people/steps]. We suspect significant time is wasted on manual handoffs and approvals.
ROLE: Act as a Lean Six Sigma Black Belt with expertise in business process reengineering and intelligent automation.
ACTION: Map the end-to-end process, identify bottlenecks and waste (using Lean categories), and recommend three automation opportunities that could reduce cycle time by 20% or more. Include implementation complexity for each.
FORMAT: Current State Process Map (numbered steps with time estimates), Waste Analysis (categorized by Lean waste type), 3 Automation Opportunities each with: Description, Tool/Technology, Estimated Time Savings, Implementation Effort (Low/Medium/High), Prerequisites.
TONE: Methodical, improvement-focused, and practical.

CONTEXT: We need to select a [type of solution] provider from a shortlist of [X] vendors. The solution will be used by [X users] and must integrate with [existing systems].
ROLE: Act as a procurement and vendor management specialist with experience running enterprise software evaluations.
ACTION: Create a weighted vendor evaluation framework with scoring criteria, must-have requirements, and a decision matrix. Include questions for vendor demos and reference checks.
FORMAT: Evaluation Criteria Table (criterion, weight, scoring guide), Must-Have Checklist, Decision Matrix Template (vendor x criteria), Demo Day Question List (10 questions), Reference Check Script (5 questions).
TONE: Objective, thorough, and decision-enabling.

CONTEXT: Our supply chain for [product/category] relies on [X] suppliers across [regions]. Recent disruptions have exposed vulnerabilities in single-source dependencies.
ROLE: Act as a supply chain risk management consultant with experience in multi-tier supplier diversification.
ACTION: Perform a supply chain risk assessment identifying single points of failure, recommend a diversification strategy, and propose a monitoring dashboard for ongoing risk tracking.
FORMAT: Risk Assessment Matrix (supplier x risk category with Red/Amber/Green ratings), Diversification Strategy (3-5 actions), Monitoring Dashboard Specification (metrics, data sources, alert thresholds), Implementation Roadmap (quarterly milestones).
TONE: Strategic, risk-aware, and actionable.

CONTEXT: Our [industry] customer support team handles [X] tickets per month. The top 5 complaint categories are [list]. Current CSAT for complaint resolution is [X]%.
ROLE: Act as a customer experience director who specializes in service recovery and de-escalation frameworks.
ACTION: Draft response templates for the 5 most common complaint types. Each template should follow a de-escalation framework: Acknowledge, Empathize, Solve, Delight. Include personalization placeholders and escalation triggers.
FORMAT: For each complaint type: Complaint Category, Template Name, Opening (Acknowledge + Empathize), Resolution Steps, Closing (Delight element), Personalization Placeholders (3-4), Escalation Criteria.
TONE: Empathetic, professional, and solution-focused — never defensive or scripted-sounding.

CONTEXT: Our latest NPS survey returned a score of [X] with [Y] responses. Detractor themes include [list]. Promoter themes include [list]. Our target NPS is [Z].
ROLE: Act as a customer insights analyst specializing in voice-of-customer programs and NPS improvement.
ACTION: Analyze the NPS data, identify the top 3 drivers of detraction and promotion, and recommend three process improvements that could increase NPS by 10+ points within two quarters.
FORMAT: NPS Summary Dashboard (score breakdown, response rate, trend vs. prior quarter), Detractor Analysis (3 root causes with supporting quotes), Promoter Analysis (3 strengths to amplify), Improvement Plan (3 initiatives with owner, timeline, expected impact).
TONE: Insight-driven, empathetic to customer pain, and focused on measurable improvement.

CONTEXT: [X]% of our support tickets are repeat questions about [product/service]. We want to build a knowledge base that enables customers to self-serve and reduces ticket volume by [target]%.
ROLE: Act as a knowledge management specialist with expertise in self-service portal design and content architecture.
ACTION: Design a knowledge base structure with categories, article templates, and a search optimization strategy. Include a prioritized list of the first 20 articles to write based on ticket volume data.
FORMAT: Category Taxonomy (3-level hierarchy), Article Template (title conventions, sections, formatting rules), Search Optimization Guide (tagging, synonyms, featured snippets), Priority Article List (top 20 with estimated ticket deflection per article), Success Metrics and Measurement Plan.
TONE: Organized, user-centric, and efficiency-focused.

CONTEXT: Our customer service team of [X] agents handles support for [product/service]. Average handle time is [X minutes] and first-contact resolution is [X]%. We need a training program for new hires and ongoing skill development.
ROLE: Act as a customer service training designer with expertise in adult learning principles and contact center excellence.
ACTION: Design a 2-week new agent training curriculum plus a monthly ongoing development program. Cover product knowledge, tool proficiency, communication skills, and escalation procedures.
FORMAT: Week 1 Plan (day-by-day), Week 2 Plan (day-by-day), each day with: Learning Objectives, Activities (mix of classroom/shadowing/practice), Assessment Method. Monthly Development Program: skill focus areas, coaching session template, quality scorecard criteria.
TONE: Encouraging, practical, and mastery-oriented.