{
  "platformId": "chatgpt-work",
  "workflowSlug": "recruiting-operations-review",
  "directAnswer": "Use ChatGPT Work to turn the approved hiring plan, requisition status, interview plan, calendar availability, candidate-stage record, and recruiting metrics you supply into an operations-review brief: keep logistics, observed process data, policy constraints, and employment judgments separate. It can surface handoff gaps, scheduling conflicts, stale stages, and decision bottlenecks; it cannot rank candidates, make or recommend an employment decision, change a candidate record, schedule on anyone's behalf, send a message, or communicate a hiring outcome. The useful object is a fair-process exception queue, not an automated hiring desk.",
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      "humanReviewPoint": "HR leadership owns program changes, policy interpretation, and all employment decisions.",
      "riskLevel": "medium"
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  "workflows": [
    {
      "id": "recruiting-operations-review",
      "goal": "Prepare a recruiting-operations review brief from authorized, dated process evidence that exposes scheduling, handoff, capacity, policy, and decision bottlenecks without evaluating candidates or taking employment action.",
      "inputs": [
        "Approved hiring plan and requisitions, role owners, interview plan and rubrics, candidate-stage and timestamp data, calendar availability, recruiting metrics and cut-off, policy and accessibility constraints, decision workflow, and escalation path"
      ],
      "connectedSystems": [
        "Read-only approved applicant-tracking, recruiting-calendar, hiring-plan, policy, and supporting-document sources"
      ],
      "steps": [
        "Register each requisition and process handoff with owner, stage, timestamp, source, cut-off, policy constraint, and evidence state; omit candidate content not needed to diagnose operations.",
        "Reconcile plan, calendar, stage, and capacity signals into a review brief; distinguish an observed process delay from a candidate evaluation, a policy constraint, a proposed program change, and an employment decision.",
        "Produce an exception and decision queue, then stop before ranking or evaluating candidates, changing a stage, scheduling, messaging, altering a requisition, interpreting policy, or communicating any hiring outcome."
      ],
      "expectedArtifact": "Recruiting-operations review brief with requisition process map, calendar and handoff exceptions, capacity signals, policy-constraint log, and human-owned decision queue",
      "starterPrompt": "Using only the approved hiring plan, requisitions, role owners, interview plans, approved recruiting metrics, stage timestamps, calendar availability, policy constraints, and escalation path I provide, prepare a recruiting-operations review brief. For every operational issue show requisition or process reference, owner, stage, timestamp, cut-off, source, policy constraint when applicable, and evidence state. Distinguish PROCESS DELAY, SCHEDULING CONFLICT, HANDOFF GAP, CAPACITY SIGNAL, POLICY CONSTRAINT, and OPEN QUESTION. Flag MISSING OWNER, STALE STAGE, CALENDAR CONFLICT, DATA GAP, POLICY REVIEW, or HUMAN TO RESOLVE. Do not rank or evaluate candidates, recommend an employment decision, change records, schedule, send messages, interpret policy, or communicate an outcome.",
      "humanReviewPoint": "Recruiting operations, the hiring-process owner, HR or people leadership, and privacy or accessibility owners as needed verify the process evidence, exceptions, policy handling, and any approved operational change at the review gate.",
      "commonFailure": "Letting a logistics summary smuggle in a candidate judgment, or treating an incomplete stage record as permission to move, schedule, or reject someone."
    }
  ],
  "setupRecommendations": [
    {
      "item": "Connect only the read-only applicant-tracking, recruiting-calendar, hiring-plan, policy, and evidence sources required for the operations review.",
      "rationale": "Limit access to process fields needed for the exception queue; keep candidate scoring, stage changes, scheduling, outreach, requisition edits, and employment-decision authority out of scope.",
      "capabilityIds": [
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  "prompts": [
    {
      "id": "recruiting-operations-review-starter",
      "title": "Build a fair-process recruiting operations review",
      "prompt": "Using only the approved hiring plan, requisitions, role owners, interview plans, approved recruiting metrics, stage timestamps, calendar availability, policy constraints, and escalation path I provide, prepare a recruiting-operations review brief. For every operational issue show requisition or process reference, owner, stage, timestamp, cut-off, source, policy constraint when applicable, and evidence state. Distinguish PROCESS DELAY, SCHEDULING CONFLICT, HANDOFF GAP, CAPACITY SIGNAL, POLICY CONSTRAINT, and OPEN QUESTION. Flag MISSING OWNER, STALE STAGE, CALENDAR CONFLICT, DATA GAP, POLICY REVIEW, or HUMAN TO RESOLVE. Do not rank or evaluate candidates, recommend an employment decision, change records, schedule, send messages, interpret policy, or communicate an outcome.",
      "expectedArtifact": "Recruiting-operations review brief with requisition process map, calendar and handoff exceptions, capacity signals, policy-constraint log, and human-owned decision queue",
      "humanReviewPoint": "Recruiting operations, the hiring-process owner, HR or people leadership, and privacy or accessibility owners as needed verify the process evidence, exceptions, policy handling, and any approved operational change at the review gate."
    }
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  "humanOwnedResponsibilities": [
    "Recruiting, hiring, HR or people, legal, privacy, and accessibility owners retain judgment over candidate evaluation, employment decisions, policy interpretation, accommodations, requisition changes, scheduling, outreach, program design, and every candidate communication."
  ],
  "risks": [
    {
      "id": "recruiting-operations-review-scaffold-risk",
      "level": "medium",
      "description": "An operational dashboard can collapse a person into a stage or metric, hide a policy or accessibility constraint, and invite an unreviewed employment action.",
      "mitigation": "Keep process evidence separate from candidate judgment, minimize candidate data, and require accountable recruiting and HR review before any record change, communication, or employment decision."
    }
  ],
  "sources": [
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      "id": "occupation-human-resources-specialists",
      "title": "Human Resources Specialists occupational render model",
      "url": "https://singulariki.com/roles/human-resources-specialists",
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    {
      "id": "openai-chatgpt-work",
      "title": "ChatGPT Work and Codex",
      "url": "https://help.openai.com/en/articles/20001275-chatgpt-work-and-codex",
      "publisher": "OpenAI",
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      "title": "Creating and editing documents, spreadsheets, and presentations with ChatGPT Work",
      "url": "https://help.openai.com/en/articles/20001278-creating-and-editing-documents-spreadsheets-and-presentations-with-chatgpt-work",
      "publisher": "OpenAI",
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      "id": "openai-work-cloud-browser",
      "title": "Using cloud browser in ChatGPT",
      "url": "https://help.openai.com/en/articles/20001280-using-cloud-browser-in-chatgpt",
      "publisher": "OpenAI",
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      "url": "https://help.openai.com/en/articles/20001277-using-the-built-in-browser-in-the-chatgpt-desktop-app",
      "publisher": "OpenAI",
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    {
      "id": "openai-chatgpt-skills",
      "title": "Skills in ChatGPT",
      "url": "https://help.openai.com/en/articles/20001066",
      "publisher": "OpenAI",
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    {
      "id": "openai-chatgpt-scheduled-tasks",
      "title": "Scheduled Tasks in ChatGPT",
      "url": "https://help.openai.com/en/articles/10291617-tasks-in-chatgpt",
      "publisher": "OpenAI",
      "lastReviewedAt": "2026-07-11"
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    {
      "id": "openai-workspace-agents",
      "title": "ChatGPT Workspace Agents for Enterprise and Business",
      "url": "https://help.openai.com/en/articles/20001143",
      "publisher": "OpenAI",
      "lastReviewedAt": "2026-07-11"
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}