Every enterprise Claude deployment benefits from a shared prompt library — a curated set of prompts that have been tested, refined, and validated for your context. Instead of every employee starting from zero, they start from proven patterns. Instead of quality varying by individual prompting skill, it's anchored to a baseline that works.
This library contains 100 prompts across HR, Finance, Legal, Marketing, Operations, Customer Success, Strategy, and Executive functions. Each prompt includes fill-in-the-blank variables (shown in yellow). Adapt them to your organisation's terminology, tone, and specific context before deploying. If your organisation is running a structured Claude training programme, this library is the starting resource for your prompt catalogue.
How to use this library: Don't use these prompts verbatim. They are starting points. The most effective enterprise prompt libraries are maintained by teams, with members contributing improvements and new prompts as they discover what works. Our training workshops include a prompt library workshop where teams build their own catalogues from these foundations.
Write a job description for a [ROLE TITLE] at [COMPANY NAME], a [COMPANY DESCRIPTION, e.g. "Series B fintech startup of 150 people"]. The role reports to [MANAGER TITLE] and is responsible for [2-3 KEY RESPONSIBILITIES]. Required experience: [YEARS + SKILLS]. Tone: [professional/conversational/technical]. Include: responsibilities, requirements, nice-to-haves, and a company overview paragraph. Do not include salary unless I specify it.
Tip: Add "We use [specific tools/stack]" to get tool requirements right for technical roles.
Generate an interview question set for a [ROLE TITLE] candidate. We're evaluating for: [3-4 COMPETENCIES, e.g. "strategic thinking, communication, cross-functional collaboration, technical depth"]. Interview format: [e.g. "60-minute structured interview with hiring manager"]. Include 5 behavioural questions (STAR format), 3 situational questions, and 2 role-specific technical or domain questions. Add follow-up probes for each main question.
Works for any seniority level. Add "for a junior/senior/VP-level hire" to calibrate difficulty.
Draft a performance review for [EMPLOYEE NAME], [ROLE], for [REVIEW PERIOD]. Key achievements: [LIST 3-5 ACHIEVEMENTS]. Areas for development: [LIST 1-3 AREAS]. Rating: [RATING, e.g. "Exceeds expectations"]. Tone: constructive, specific, forward-looking. Length: 400-500 words. Our review format requires: Summary, Strengths, Development Areas, Goals for Next Period.
Replace bullet points with specific examples for significantly stronger reviews.
Create a 30-60-90 day onboarding plan for a new [ROLE TITLE] joining our [DEPARTMENT] team. Their background: [BRIEF DESCRIPTION]. Team size: [NUMBER]. Key stakeholders they'll work with: [LIST]. For each 30-day block, include: learning objectives, key meetings/relationships to establish, deliverables, and success metrics. Format as a structured plan, not a list of tasks.
Draft a [POLICY NAME, e.g. "Flexible Working Policy"] for a company of [SIZE] employees in [COUNTRY/REGION]. Our industry: [INDUSTRY]. Key provisions to include: [LIST KEY POINTS]. Tone: clear and professional, readable by all employees. Structure: Purpose, Scope, Policy Details, Responsibilities, Review Date. Flag any sections that will need legal review.
Write the narrative section for our board report covering [PERIOD]. Financial summary: Revenue [FIGURE] vs budget [FIGURE] ([VARIANCE%]). EBITDA: [FIGURE]. Key drivers of variance: [LIST]. Key risks: [LIST]. Format: executive summary (150 words), then section-by-section analysis. Tone: direct, no hedging, address the variance directly before explaining it.
I'll paste a budget variance table below. Write a 300-word management commentary explaining: the top 3 positive variances and their root cause, the top 3 negative variances and their root cause, any one-time vs recurring items, and recommended actions for significant unfavourable variances. Use plain language — this is for a CEO who isn't a finance specialist. [PASTE TABLE]
Write an assumptions memo for our [MODEL TYPE, e.g. "3-year revenue forecast model"]. Key assumptions: [LIST ASSUMPTIONS WITH RATIONALE]. Sensitivity variables: [LIST]. Key risks to assumptions: [LIST]. Audience: CFO and Board. Length: 1 page. Include a section on what would cause us to revise these assumptions materially.
Summarise the investment case for [PROJECT/INITIATIVE NAME]. Total investment required: [FIGURE]. Expected benefits: [LIST QUANTIFIED BENEFITS]. Payback period: [PERIOD]. NPV/IRR: [FIGURES IF AVAILABLE]. Key risks and mitigations: [LIST]. Format as a 1-page executive summary suitable for the investment committee. Lead with the recommendation, not the background.
Summarise the following contract for a non-lawyer audience. Focus on: key obligations of each party, payment terms, IP ownership provisions, termination rights and notice periods, limitation of liability clauses, any unusual or high-risk provisions, and anything that deviates from standard market terms. Flag any clauses that require legal review before signing. Format as a structured summary, not prose. [PASTE CONTRACT]
Note: Claude's summary is a starting point for review, not legal advice. Always have counsel review before signing.
Draft a mutual NDA between [COMPANY A] and [COMPANY B] for the purpose of [PURPOSE, e.g. "exploring a potential commercial partnership"]. Governing law: [JURISDICTION]. Duration: [YEARS]. Standard provisions required: definition of confidential information, exclusions, return/destruction obligations, injunctive relief clause. Mark any provisions where I should customise or where legal review is essential.
I'll paste our [POLICY NAME] policy below. Create an employee-facing plain-language summary that explains: what the policy requires, what employees must do, what they must not do, how to report concerns, and what happens if the policy is breached. Maximum 1 page. Use simple language. Avoid legal jargon. [PASTE POLICY]
Write a campaign brief for [CAMPAIGN NAME]. Objective: [SPECIFIC GOAL WITH METRIC, e.g. "Generate 200 qualified leads in Q2"]. Target audience: [PERSONA DESCRIPTION]. Key message: [ONE-SENTENCE VALUE PROPOSITION]. Channels: [LIST]. Budget: [FIGURE OR RANGE]. Timeline: [START–END]. Constraints: [BRAND, LEGAL, OR BUDGET CONSTRAINTS]. Include: executive summary, objectives, audience, message hierarchy, channel strategy, and KPIs.
Write a [3/5/7]-email nurture sequence for [AUDIENCE, e.g. "enterprise IT leaders who downloaded our security whitepaper"]. Product/service: [DESCRIPTION]. Desired action by end of sequence: [e.g. "book a demo"]. Tone: [professional/conversational]. Include: subject line, preview text, and body for each email. Each email should have one clear CTA and be under 200 words. Cadence: [e.g. "Days 1, 3, 7, 14, 21"].
Create a competitive positioning analysis for [OUR PRODUCT] vs [COMPETITOR 1] and [COMPETITOR 2]. Dimensions to compare: [LIST 5-7 DIMENSIONS, e.g. "pricing, enterprise features, security, integrations, support, implementation speed"]. Our strengths: [LIST]. Our weaknesses: [LIST]. Format as a comparison table with a narrative paragraph explaining our positioning recommendation below each dimension.
Document the following process for our internal knowledge base: [PROCESS NAME]. I'll describe it in rough notes below — turn it into a clear, step-by-step process document. Include: process overview, roles and responsibilities, step-by-step instructions, decision points, exception handling, and any tools/systems used. Format: structured document with numbered steps and clear decision trees where needed. Audience: new team members with no prior knowledge of this process. [PASTE ROUGH NOTES]
Write a weekly project status report for [PROJECT NAME]. Audience: [EXECUTIVE SPONSOR + STAKEHOLDERS]. This week's progress: [LIST COMPLETED ITEMS]. Blockers: [LIST]. Next week's plan: [LIST PLANNED ITEMS]. RAG status: [RED/AMBER/GREEN] because [REASON]. Budget: [ON/OVER/UNDER]. Format: 1 page max. Lead with the RAG status and headline, then detail.
Apply a [FRAMEWORK, e.g. "SWOT analysis / Porter's Five Forces / Jobs-To-Be-Done"] to the following strategic question: [QUESTION]. Context about our business: [KEY FACTS]. Be specific and analytical — avoid generic observations that could apply to any company. Where you make assumptions, state them explicitly. Conclude with 3 strategic implications.
Prepare talking points for an all-hands meeting about [TOPIC, e.g. "our Q2 results and H2 priorities"]. Key messages I need to land: [LIST 3-4 MESSAGES]. Sensitive context employees may be anxious about: [DESCRIBE]. Tone: direct, honest, optimistic but not dismissive of challenges. Format: opening statement (60 seconds), 4-5 talking points with supporting context, and 5 likely Q&A questions with suggested responses.
Write the narrative flow for our board presentation covering [PERIOD/TOPIC]. Slides to include: [LIST SLIDE TITLES]. The story I want to tell: [DESCRIBE THE NARRATIVE ARC]. Key decision or ask from the board: [STATE CLEARLY]. For each slide, write: a headline (10 words max, insight not topic), 3 bullet points of supporting content, and a presenter note of what to say verbally that isn't on the slide.
Draft a communication to [AUDIENCE, e.g. "all employees / key customers / investors"] about [TOPIC]. Key facts: [LIST]. What I want them to feel after reading this: [e.g. "informed, reassured, and clear on next steps"]. What I need them to do: [CALL TO ACTION IF ANY]. Sensitive issues to navigate carefully: [LIST]. Tone: [DESCRIBE]. Length: [GUIDELINE].
Prepare a QBR for [CLIENT NAME]. Account context: [CONTRACT VALUE, PRODUCTS USED, TENURE]. Key metrics this quarter: [USAGE/ADOPTION/VALUE METRICS]. Risks: [DESCRIBE ANY CHURN SIGNALS OR CHALLENGES]. Expansion opportunity: [DESCRIBE]. Build a 45-minute QBR agenda with talking points for each section. Include: review of goals set last quarter, results achieved, challenges addressed, value realised, and priorities for next quarter. End with the expansion conversation framing.
Develop an action plan for a potentially at-risk customer. Account: [CLIENT NAME]. Churn signals observed: [LIST SIGNALS, e.g. "usage dropped 40%, executive sponsor left, support tickets increasing"]. Renewal date: [DATE]. Contract value: [FIGURE]. Our relationship strength: [DESCRIBE]. Produce a 90-day save plan with specific actions, owners, timelines, and success metrics. Be direct about which actions are most likely to make the difference.
Want a custom prompt library for your organisation?
Our training workshops include a half-day prompt library workshop where your teams build, test, and catalogue prompts specific to your workflows, tools, and industry. Deployable as a shared resource across your organisation.
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Building and Maintaining Your Own Prompt Library
The 100 prompts above are a starting point. Your organisation's most valuable prompt library is one that reflects your specific workflows, terminology, and context. Here's how to build it sustainably.
Start with the high-frequency tasks: the things your teams do most often that Claude can materially accelerate. These are better candidates for the library than complex one-off tasks, because repeatable prompts compound in value over time. Each time someone refines a prompt, the improvement benefits everyone who uses it.
Establish a contribution process: a simple channel (Slack, Teams, or a shared document) where people can submit prompts that worked well. Assign a curator (or rotating curation responsibility) to review, standardise, and add approved prompts to the library. This doesn't need to be a formal process — in practice, a shared Notion page or SharePoint folder managed by an enthusiastic internal champion works fine at most organisations.
Review the library quarterly. Prompts that aren't being used should be archived. Prompts that are heavily used should be reviewed for quality improvements. As Claude's capabilities evolve — new models, new features like extended thinking, or new integrations — some prompts can be significantly upgraded.
If your organisation has deployed Claude Cowork, your prompt library becomes even more powerful: prompts can be turned into repeatable skills that non-technical users can trigger without retyping. Our Claude training service includes library management as part of the ongoing support package.
New Prompts Every Week
We publish 5 new enterprise prompts weekly — subscriber-exclusive, tested in live deployments. No generic content.
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ClaudeImplementation Team
We've compiled and tested enterprise Claude prompts across 50+ deployments in financial services, legal, healthcare, and manufacturing. About us →