#talent.

Act as a Speaker Manager. We have 20 speakers and want to show our appreciation. 1. Propose 5 'Meaningful & Sustainable' gift ideas (avoiding junk). 2. Suggest 3 'Experience-Based' gifts (e.g., local tours, spa credits). 3. Draft the 'Thank You' card copy for the CEO to sign. 4. Propose a 'Social Proof' gift (e.g., a high-quality video clip of their talk for their portfolio). 5. Suggest a 'Speaker Dinner' agenda to facilitate networking between the talent.

Act as an Entertainment Producer. We are hiring [Artist Type, e.g., a Live Band or Stand-up Comedian]. 1. Review a sample 'Technical Rider' (Audio, Lighting, Power). 2. Draft the 'Hospitality Rider' (Green room needs, catering, transport). 3. Create an 'Entertainment Brief' that tells the performer about our audience and any 'Off-Limit' topics. 4. Suggest 3 unique 'Opening Acts' to set the mood for our specific theme: [Insert Theme].

Act as an Event Producer. Draft a briefing doc for our event Emcee/Host. Include: 1. Event 'North Star' (The main goal). 2. Demographic profile of the audience. 3. List of 'VIPs' in the room to acknowledge. 4. ' हाउसकीपिंग' (Housekeeping) items (WiFi, exits, restrooms). 5. 'Transition Lines' for when speakers are late or technical issues occur. 6. Tone of voice guidelines (Energetic vs. Sophisticated).

Act as a Talent Coordinator. Draft 3 different outreach templates to secure speakers for our event: 1. A 'Cold Outreach' to a high-profile industry leader. 2. A 'Follow-up' if they haven't responded in 1 week. 3. A 'Confirming Terms' email that outlines travel, lodging, and honorarium. Include a 'Speaker Briefing Document' outline that tells them exactly what to expect on-site.

You are a talent assessment expert. Design a structured interview scorecard for hiring a [job title]. The core competencies for this role are: [list 4-5]. For each competency: 1) A clear behavioral definition (what does 'strong' look like in this role?), 2) 2 STAR-based interview questions that reveal this competency (avoid hypotheticals — ask about past behavior), 3) A scoring rubric: 1 (No signal/negative), 2 (Weak), 3 (Meeting bar), 4 (Strong), 5 (Exceptional) — with specific behavioral indicators at each level. Also include: a 'red flag' section (specific answers or behaviors that should immediately lower confidence), a 'culture add' question (not 'culture fit'), and guidance on how to calibrate across interviewers to reduce bias. Format: printable 1-page scorecard per interviewer.