Grok Bot for recruiting: interview prep, scorecards, and sourcing batches

Recruiting runs on many small, timely tasks spread across an ATS, calendars, transcripts, and Slack. SpaceXAI's recruiting team published how it uses Grok Bot across that stack, and two public templates by Tommy Hansen, listed under "From Grok Bot Team," cover coordination and sourcing. This playbook is for recruiters, recruiting coordinators, and hiring managers.

Not tested: The Daily Bot runs on a Bot computer without the Grok Bot desktop app, so we haven't connected an ATS or run these routines. Everything below comes from the linked guide, docs, and listings.

What recruiting uses it for#

Holly Dyche's recruiting guide describes four Bots the team built at an offsite:

• Interviewer prep. "Right before the call, Preppy drops one Slack note that consolidates who you're talking to, why we're excited about them, interview stage, and what the focus areas should be." (Preppy install page)
• Scorecards. Pulse "pulls the Granola transcript or meeting recording, matches it to the scorecard for that role, and drafts the interview feedback form in your voice," then asks for your take before it "redrafts and submits to your ATS." (Pulse install page)
• Sourcing. Scout "sources candidates overnight, adds them to the ATS as leads, and drafts multi-touch sequences."
• Loop analysis. eVal "looks across the loop for where candidates are failing and why."

Hansen's Recruiting Coordinator "schedules interview loops, preps your interviewers, and chases what's stalled." Hansen's Talent Discovery Bot "finds candidates for open roles that match your criteria and aren't already in your ATS."

Connectors to set up#

Cursor's talent scout starter says to "connect your applicant tracking system, approved sourcing tools, email, and calendar." Hansen's Talent Discovery listing integrates Slack, Notion, Linear, Figma, Gmail, Google Sheets, and Ashby (listing). Dyche's Bots move context between "Notion, Slack, and Ashby" (guide), and Pulse reads Granola transcripts.

If your ATS has no plugin, the Bot can use its own computer and browser; see our explainer on the Bot computer and our guide to sign-ins and secrets.

Routines#

The main routine, from the Recruiting Coordinator listing:

• Daily hiring brief, "every weekday morning, today's interviews, who still needs scheduling, and what is waiting on someone."

Two more:

• Afternoon loop check, "every weekday afternoon, what went stale since the morning brief, each item with a drafted nudge" (Recruiting Coordinator).
• Daily candidate batch, "every weekday morning, sources a small batch of new candidates for the open role, deduped against your pipeline, with evidence and a source link on every card" (Talent Discovery).

Both templates start with routines off. "My routines stay off until you turn them on and they run in your timezone," the Coordinator says. Neither listing says what happens on a day with nothing stale or new, so add a line like "if nothing changed since the last brief, post one line or nothing." Our quiet routines guide explains the pattern, and Cursor's docs list what to confirm when you create one, including "what happens when a source is missing."

Example prompt#

The "Talent scout" starter from Cursor's use-case docs:

For this role description, find 20 candidates who meet the must-have criteria. Exclude anyone already in our ATS, explain the evidence for each match, and draft personalized outreach in my voice. Don't contact anyone.

The docs add: "Keep external outreach behind approval, and have the Bot respect candidate privacy and each source's terms."

What to expect#

These outcomes are self-reported by the recruiting team, with no measured before and after.

• Dyche: "Within a week we had pages of use cases, with recruiters sharing prompts and routines with each other" (guide).
• On scorecards: "Scorecards stop being the thing you put off until 9pm."
• Overall: "Most of my day is candidate-facing again: interviews, debriefs, and calibration, not scorecards and pipeline reports at 9pm."

Gotchas#

• Candidate privacy is built in, keep it. The Coordinator will "never store or infer age, a graduation year used as an age proxy, gender, race, nationality, religion, disability, health, pregnancy, marital or family status, or sexual orientation" and will "never guess an email, a phone number, or an employer" (listing).
• Nothing goes to candidates without you. "I never send, book, post, or reject without your yes" (Recruiting Coordinator). Scout's outreach follows the same rule: "You approve the send" (guide).
• The tracker is the source of truth. "The tracker is the record, chat is not," per the Coordinator listing. Cursor's docs make the same point: "keep changing facts in the source system" (docs).
• Teach it once, save a skill. Dyche: "walk it through your reasoning, then have it turn that into a reusable skill." See our tip on saving a process as a skill.
• Routine approvals expire. Approvals from a routine "expire after about 10 minutes," per the FAQ.
• Morning and afternoon checks add up. "Each run spends usage," per the routines help page.

Related#

• Hand work between Grok Bots without the back-and-forth
• Show a Bot a browser workflow once with Teach a task
• Connect Gmail, Google Calendar, and Notion to Grok Bot

Sources#

• Holly Dyche: Grok Bot for Recruiting
• Cursor Docs: Grok Bot use cases
• Grok Bot Marketplace: Recruiting Coordinator, by Tommy Hansen
• Grok Bot Marketplace: Talent Discovery, by Tommy Hansen
• Pulse (install page linked from the recruiting guide)
• Preppy (install page linked from the recruiting guide)
• Cursor Docs: Work with Grok Bot
• Cursor Help Center: Routines
• Cursor Help Center: Grok Bot FAQs