Position Open:
Your Hiring
Co-Pilot
About This Role
Hiring Toolkit is an AI chat assistant that acts as your on-demand HR specialist. You describe the role you're hiring for, and it creates the materials you need — job descriptions that actually sound like your company, interview question sets with scoring guidance, candidate evaluation rubrics, and offer or rejection letters that strike the right tone.
It's not a recruiting platform. There's no applicant tracking, no dashboards, no integrations. It's a conversation. You type what you need, it asks smart follow-up questions about your team, culture, and requirements, and then it writes materials you can copy and use wherever you want.
Heads up: I'm an AI, not an employment lawyer. I can help you think through inclusive language and hiring best practices, but always have a human review anything legally sensitive.
Things You Can Ask Me
We're a 30-person fintech startup hiring our first DevOps engineer. Can you write a job description that doesn't sound like every other posting on LinkedIn?
Absolutely. Before I start — tell me a bit about your stack, your team culture (remote? hybrid?), and what "DevOps" actually means at your company. Is this person managing infrastructure, or is it more about CI/CD and developer experience?
I need behavioral interview questions for a senior product manager role, with a rubric so my interviewers score candidates consistently.
Draft a warm but honest rejection email for a candidate who made it to the final round but wasn't selected. We liked her and want her to re-apply in the future.
Can you review this job description I wrote and flag any language that might unintentionally discourage women or non-binary applicants from applying?
How a Typical Conversation Goes
Three steps. No sign-up forms, no onboarding calls, no account setup beyond creating an AURVEK account.
Tell Me About the Role
Describe what you're hiring for. I'll ask follow-up questions about your company size, industry, team dynamics, and what success looks like in this role. The more context, the better the output.
I Draft Your Materials
Based on our conversation, I'll write what you need — a job description, a set of interview questions with scoring criteria, a candidate evaluation matrix, an offer letter, or all of the above. You'll get it right in the chat.
Refine Until It's Right
Tell me what to adjust. "Make it more casual." "Add a question about conflict resolution." "Remove the degree requirement." We iterate in conversation until you're happy, then copy the text wherever you need it.
What You'll Walk Away With
Everything below is generated in conversation. You copy it out and use it in your ATS, Google Docs, email — wherever.
Job Descriptions
Written to sound like your company, not a template factory. Includes role summary, responsibilities, qualifications (required vs. nice-to-have), and culture notes.
Interview Question Sets
Behavioral, technical, and situational questions tailored to the role. Organized by competency with follow-up prompts your interviewers can use.
Scoring Rubrics
Candidate evaluation matrices with clear rating scales so every interviewer on your panel uses the same criteria. Less gut-feel, more signal.
Offer Letters
Professional drafts that cover the essentials — title, compensation structure, start date, reporting line — in a tone that matches your company's voice.
Rejection Emails
Kind, honest, and specific enough that candidates don't feel ghosted. Optionally leaves the door open for future roles if that's your intent.
Bias Review
Paste in your existing job descriptions or interview questions and I'll flag gendered language, unnecessary requirements, and exclusionary phrasing.
What People Are Saying
"I asked it to write a JD for a staff engineer role and it immediately asked me five questions about my team before writing a single word. The final draft actually sounded like us, not like a LinkedIn template."
— Marcus"The scoring rubric it made for our product design interviews was honestly better than what our HR team had been using. I just copied it into a Google Doc and shared it with the panel."
— Priya"Used it to write a rejection email for someone we really liked. It nailed the tone — warm but honest. The candidate actually replied thanking us for the thoughtful email, which has literally never happened before."
— DanielaFrequently Asked Questions
Your next hire starts with
a better job description.
Tell me about the role. I'll ask the right questions and write materials your candidates (and your hiring panel) will actually appreciate.
Meet Hiring ToolkitNo credit card. No onboarding call. Just a chat window.