Use ChatGPT Work to assemble a recruiting or retention program decision packet from approved workforce evidence: make the problem definition, affected population, constraints, alternatives, owners, measures, risks, and decision gates visible. It can structure a program and expose unanswered questions; it must not infer protected traits, diagnose why an individual may leave, decide eligibility, rank employees or candidates, promise an outcome, change a benefit, or contact anyone. The attached figures are projected role-task priors, not measured ChatGPT adoption by human resources specialists, so they support a controlled planning trial rather than a claim about current practice.