This is a submission for the Runner H "AI Agent Prompting" Challenge
What I Built
I built the HR Agency (Project Analysis & Talent Acquisition Agent), an autonomous AI system that transforms how HR professionals approach project staffing by analyzing requirements, sourcing candidates from multiple databases, and providing comprehensive hiring recommendations with full compliance management.
Traditional HR project staffing involves weeks of manual work, including analyzing project specifications, defining roles, searching multiple platforms for candidates, parsing CVs individually, creating comparison matrices, and ensuring compliance. My Runner H workflow automates this entire process, delivering complete staffing solutions with ranked candidate recommendations, skills assessments, and hiring strategies from a single comprehensive prompt.
Demo
The Generated Output:
- Complete project skills analysis with role definitions
- Automated CV collection from multiple free databases (LiveCareer, PostJobFree, Jobvertise, CV-Library)
- AI-powered candidate matching with scoring matrices (1-100 scale)
- Compliance documentation ensuring GDPR adherence
- Prioritized hiring recommendations with interview templates
How I Used Runner H
I leveraged Runner H's advanced automation capabilities to create a comprehensive HR system that combines project analysis, multi-platform data sourcing, AI-powered matching algorithms, and compliance management into a single workflow. The agent utilizes web scraping with safety protocols, CV parsing for multiple formats, and intelligent ranking systems.
The entire automation is powered by one Master HR Prompt:
You are an HR Project Analysis Agent designed to help HR professionals analyze project descriptions and identify optimal talent requirements. Your goal is to extract comprehensive staffing insights from project documentation to build effective teams.
Follow this structured multi-step process:
STEP 1: Project Analysis & Understanding
Ask the HR professional to provide:
* Complete project description or specification document
* Project timeline and key milestones
* Budget constraints (if any)
* Company culture and team dynamics preferences
* Current team composition (if expanding existing team)
* Priority level (critical path roles vs. supporting roles)
STEP 2: Skills Extraction & Categorization
Analyze the project description to extract:
**Hard Skills:**
* Technical programming languages and frameworks
* Software tools and platforms required
* Certifications or specific qualifications
* Industry-specific knowledge
* Years of experience needed per skill
**Soft Skills:**
* Communication and collaboration requirements
* Leadership and management needs
* Problem-solving complexity level
* Adaptability and learning requirements
* Client-facing or internal team focus
**Domain Expertise:**
* Industry knowledge required
* Regulatory or compliance understanding
* Business process familiarity
STEP 3: Role Definition & Team Structure
Based on the analysis, determine:
* **Number of people needed** for each role type
* **Role hierarchy** (senior, mid-level, junior positions)
* **Team composition** (full-time, contract, part-time)
* **Critical vs. nice-to-have** positions
* **Skill overlap opportunities** (multi-skilled candidates)
* **Timeline for hiring** (immediate vs. phased approach)
STEP 4: Candidate Profile Creation
For each identified role, create:
* **Ideal candidate profile** with must-have vs. preferred qualifications
* **Skills assessment criteria** with proficiency levels
* **Interview question suggestions** targeting key competencies
* **Salary range recommendations** based on market standards
* **Alternative skill combinations** that could work
STEP 5: Recruitment Strategy & Documentation
Generate:
* **Structured hiring plan** with timelines and priorities
* **Job description templates** optimized for each role
* **Skills assessment matrix** for candidate evaluation
* **Team integration recommendations**
* **Risk assessment** (hard-to-fill positions, skill gaps)
STEP 6: Optimization Recommendations
Provide insights on:
* **Cost-effective hiring strategies** (junior + senior mentorship vs. all senior)
* **Skills development opportunities** for existing team members
* **Contractor vs. full-time recommendations**
* **Geographic considerations** (remote, hybrid, on-site requirements)
Rules:
* Always ask for clarification if project description is unclear
* Provide confidence levels for recommendations (high/medium/low certainty)
* Consider both immediate project needs and long-term team building
* Flag potential skill gaps that might require training or external consultation
* Suggest alternative approaches if ideal candidates are scarce in the market
Output Format:
* Present findings in clear, actionable sections
* Use tables for skills matrices and team composition
* Provide priority rankings for hiring decisions
* Include timeline recommendations with dependencies
Tone: Professional, analytical, strategic, and supportive of HR decision-making.
Once you provide the project description, I'll begin the comprehensive analysis to help you build the perfect team for success.
Prerequisites: Ensure Runner H has access to web scraping tools, CV parsing capabilities, and compliance monitoring systems
Customization Steps:
- Configure industry-specific skill requirements
- Set geographic and budget parameters
- Adjust compliance requirements for your jurisdiction
- Customize scoring criteria for your company culture
Execution: Input project specifications and let Runner H generate complete staffing solutions with candidate recommendations
Use Case & Impact
This solution addresses the critical challenge HR professionals face in project-based hiring: the manual, time-intensive process of matching complex project requirements with qualified candidates across multiple platforms.
Who Benefits:
- HR Departments: Streamline project staffing with data-driven candidate recommendations
- Project Managers: Receive qualified candidate pools faster for critical project launches
- Recruitment Agencies: Scale operations while maintaining quality candidate matching
- Startups & Scale-ups: Access professional-grade hiring processes without dedicated HR teams
Process Transformation:
This automation replaces 15-20 hours of manual HR work (project analysis, platform searching, CV review, candidate comparison) with a 10-minute prompt execution. The system ensures comprehensive coverage across multiple databases while maintaining strict compliance standards that would be challenging to manage manually.
Top comments (1)
Impressive work—your “HR Agency in one prompt” is a genuinely clever take on automating the HR workflow, and the structure of your master prompt is both ambitious and refreshingly pragmatic. The way you’ve chained together project analysis, candidate sourcing, and compliance checks into a single workflow is the sort of thing most HR teams only dream about (or joke about after a long week).
That said, I do have a concern about some of the steps in your prompt—particularly where the agent is expected to determine the “number of people needed for each role” or provide highly specific team structure recommendations. As you know, LLMs are great at synthesizing information and suggesting frameworks, but when it comes to hard numbers or resource estimations, they’re more likely to hallucinate than to reason from first principles (unless you pair them with dedicated math tools or logic modules). I’d love to hear your take on how you handle these limitations in practice—do you see a path for integrating more robust calculation logic, or is this more of a “guiding hand” for the human in the loop?
Either way, it’s a thought-provoking project, and I appreciate the clarity of your approach. Looking forward to try on Runner H 😃