The four heights
The same task, four distances: today's deadline, the next reviewer, the stuck moment, the pattern.
Execute — do the immediate task
+We have two open cook positions and interviews next Tuesday. Send the candidate shortlist and the…
Execute — do the immediate task
+We have two open cook positions and interviews next Tuesday. Send the candidate shortlist and the role scorecard to Priya in HR purchasing for background checks and to Nina, the kitchen manager, for final interview slots, signers in that order, with a Friday deadline — confirm each candidate's notice period before sending.
Pasted it? When the reply comes back, push once: ask it to sharpen the weakest part. — Did this prompt help?
Improve — make it easier to accept
+Before I circulate the interview pack, make it quick to hire — surface the top two candidates' risk…
Improve — make it easier to accept
+Before I circulate the interview pack, make it quick to hire — surface the top two candidates' risk areas up front (availability, visa, chef references), highlight gaps against the scorecard, and flag anything that would make Nina hesitate to offer (missing safety cert, late notice).
Pasted it? When the reply comes back, push once: ask it to sharpen the weakest part. — Did this prompt help?
Decide — diagnose the stuck moment
+A cook with perfect trial shifts failed to return a professional reference and HR says it could…
Decide — diagnose the stuck moment
+A promising cook failed to produce a recent reference on time.
A cook with perfect trial shifts failed to return a professional reference and HR says it could take another week. I can push an offer contingent on a reference, wait and risk losing them, or hire someone else. I don't know how much risk the kitchen will take on an unchecked hire or how the candidate will respond to a contingent offer. What is the best next step to keep momentum without exposing us?
Pasted it? When the reply comes back, push once: ask it to sharpen the weakest part. — Did this prompt help?
Become — change the pattern
+We keep losing preferred candidates because background checks and references are only started after…
Become — change the pattern
+Hiring stalls because references and background checks are last in the flow.
We keep losing preferred candidates because background checks and references are only started after we decide, causing a week of delay each hire. Which habit should we change so top picks stay available, and what single change to the interview timeline will reclaim that time without increasing hiring risk?
Pasted it? When the reply comes back, push once: ask it to sharpen the weakest part. — Did this prompt help?
Where the evidence lives
Who was seen doing this, and what people really ask.
Software tasks in the LLOS Work Atlas come from evidence, never a feature list: careers attested to do the work, real job descriptions, and the questions people actually ask (with their view counts). Facets — feature, workflow, troubleshoot, administer, deploy, scale — are open metadata: the work decides, not a taxonomy.
Copyright © LLOS.ai · 2026 — original pedagogy, voice, and design — all rights reserved.
The rest of the map
Same library, five ways in.