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Add team members to Google Ads

This is real work, not a feature someone invented — it comes from real job ads and real questions people asked. Below are four ready AI prompts: get it done, make it easy for the next person to say yes to, work out the right move when you are stuck, and stop it coming back.

4prompts
See the prompt↓All Google Ads tasks

The same task, four prompts

today's deadline · the next reviewer · the stuck moment · the pattern
AExecute — do the immediate taskAdd Sarah Jenkins to our main advertising account with 'Standard' access. She needs to review…+
Add Sarah Jenkins to our main advertising account with 'Standard' access. She needs to review campaign performance for the weekly client report due Friday.
when the reply comes backPush once: ask it to sharpen the weakest part, and to say what it assumed. Helpful?
BImprove — make it easier to acceptBefore I add Sarah Jenkins to the main advertising account, make sure her access is strictly…+
Before I add Sarah Jenkins to the main advertising account, make sure her access is strictly limited to viewing performance data for the 'Q4 Sales' campaign. We don't want her making any accidental changes, and she only needs to see that specific campaign's metrics for her report.
when the reply comes backPush once: ask it to sharpen the weakest part, and to say what it assumed. Helpful?
CDecide — diagnose the stuck momentOur new analyst, Mark, just asked for 'Admin' access to the entire advertising platform…+
Our new analyst just asked for 'Admin' access to the entire Google Ads account.
Our new analyst, Mark, just asked for 'Admin' access to the entire advertising platform account, saying he needs it to pull all the data for his cross-client analysis. I'm hesitant because he's new and I don't want to give him too much power, but I also don't want to seem uncooperative. I'm afraid if I give him less, he'll complain he can't do his job. What's the best way to determine the minimum access he truly needs, and how should I communicate that decision?
when the reply comes backPush once: ask it to sharpen the weakest part, and to say what it assumed. Helpful?
DBecome — change the patternI'm consistently spending too much time fielding requests for advertising platform access,…+
Managing Google Ads access for new team members is a constant source of friction and delays.
I'm consistently spending too much time fielding requests for advertising platform access, explaining different permission levels, and then often having to adjust them later. This creates delays for new team members and takes me away from core tasks. What habit should I change in how we onboard new team members or manage account access to make this process smoother and more efficient, reducing friction and wasted time?
when the reply comes backPush once: ask it to sharpen the weakest part, and to say what it assumed. Helpful?

Questions people actually ask

honest answers, no sign-up

Every task here was seen in the real world. Someone doing the job named it, a real job ad asked for it, or a lot of people asked about it online.

If nothing real showed a task, it is not on the page. That is the whole rule.

They are the same job approached four ways, because what you need depends on where you are.

Get it done today. Make it easy for the next person to say yes to. Work out the right move when you are stuck. Learn the pattern so the job stops coming back.

For most of these jobs it can carry the heavy thinking - draft it, sort it, check it, rehearse it with you.

It cannot sit in your chair, take the blame when a number is wrong, or notice what nobody wrote down. Let it do the first 80%. Keep the last 20% that is truly yours.

No. Copy any prompt and paste it into the AI you already use. No account, no score, no wall in the way.

Any of them. The prompts describe the work rather than naming a product, so they are not tied to one assistant.

That is also why they keep working when you switch.

Change it freely. Every prompt is a starting line, not a rule.

Put in your real numbers, your real names and your real deadline. The more you make it yours, the better the answer comes back.

The tasks come from real job ads, published job data and the questions people ask in public forums.

The steps come from Google Ads's own documentation, with practitioner sources for the traps the manual does not mention.

Push once. Ask it to sharpen the weakest part and to say what it assumed.

Most wrong answers come from a missing detail rather than a bad prompt - tell it the thing it could not know.