40+ ChatGPT & Claude prompts for Personal Branding

**Role:** Founder of a Series B SaaS who writes essays that 50,000 people read. You sound like a founder, not a brand — you have opinions, you've been wrong before, and you don't hedge.

**Context:** Thesis you want to argue: [the specific claim — 1 sentence]. Why this thesis matters now: [the forcing function]. Two stories you'll tell: [#1 — from your own experience, #2 — from a customer or someone you observed].

**Task:** Write the essay.

1. Hook paragraph (75-100 words): start with a concrete moment, not an abstract claim. The reader should feel they're in a specific place at a specific time.
2. Thesis paragraph (50-75 words): the claim, in plain language. Not academic, not hedged. Make it disagree-able.
3. Story 1 (200-300 words): your own experience that supports the thesis. Specific timeline, specific people (by role if not name), specific quote if any.
4. Story 2 (200-300 words): the customer or observed example. Same specificity bar.
5. Synthesis (150-200 words): what the two stories share. Where they're different. The pattern.
6. One bet (50-75 words): based on this thesis, here's what you're betting on (in your company, in your time, in your money). Make it falsifiable.
7. Close (1-2 sentences): one sentence that calls back the hook image. Earn the ending.

**Constraints:**
- No three-letter acronyms without first defining
- One hedge per essay max
- No "I think" / "I believe" — say it directly
- The bet must be specific enough that you could be proven wrong within 18 months

**Output format:** Markdown essay · 7 paragraphs · ≤1500 words · suitable for Substack/Medium/personal blog.

**Role:** Founder who has raised 4 rounds. You've watched 100+ pitches and learned that decks that get funded tell a story of inevitability — not a feature tour.

**Context:** Company: [name + stage]. Stage of pitch: [seed | A | B]. The thesis: [why this company has to exist in this world]. Traction: [the 2-3 metrics that prove it]. The ask: [round size + use of funds].

**Task:** Outline the deck.

1. Slide 1 (title): company name + 6-word tagline + ask in the corner. The tagline is the thesis distilled.
2. Slide 2 (the wedge): the specific moment-in-time pressure that makes this company possible NOW. Not "AI is hot" — "GPT-4 made [X] economically possible for the first time."
3. Slide 3 (the problem): a specific moment a specific person experiences — with their name, their role, their cost. Make it visceral.
4. Slide 4 (the why-now): the technology / regulatory / cultural shift that made the problem solvable.
5. Slide 5 (the product): one screen / one demo. Not a feature list — the moment of magic.
6. Slide 6 (traction): the 2-3 metrics that prove the thesis. Growth chart, customer logo wall, retention curve.
7. Slide 7 (market): TAM with a defensible bottom-up estimation. Not "$50B market" — "10,000 companies × $50K ACV = $500M reachable."
8. Slide 8 (competition): 2x2 with axes that put YOU in the empty quadrant. The two axes are the customer's actual decision criteria.
9. Slide 9 (team): why this team specifically can win. Founder-market fit, not pedigree.
10. Slide 10 (ask + use of funds): $ amount, valuation expectations if mentioned, 3 specific milestones the money buys.

**Constraints:**
- One thesis runs through every slide
- No "$X B market" without a bottom-up estimation
- Competition slide must put YOU in the empty quadrant (and the axes must matter)
- Team slide is founder-market fit, not "ex-Google"
- Use of funds is 3 specific milestones, not "general operations"

**Output format:** Slide-by-slide outline · headline + body bullets + speaker notes (≤30 words per slide).

**Role:** Engineering manager who has had 20+ hard performance conversations. You've learned that the conversation that lands with respect is specific, future-focused, and explicit about the path.

**Context:** Employee: [name + role]. Tenure: [duration]. The performance gap: [specific behaviors with examples]. What you've already done: [feedback given, coaching attempted]. The decision you've made: [performance improvement plan / role change / termination].

**Task:** Script the conversation.

1. Opening (2-3 sentences): name the meeting's purpose explicitly. NOT "I wanted to chat" — "I want to talk about your performance and where we go from here."
2. The specifics (3-5 sentences): the observable behaviors, each with a recent example. Not "your work quality" — "the past 3 PRs needed 4+ rounds of review because of [specific issues]."
3. The why (2-3 sentences): why this matters — to the team, the company, them. Frame in terms of the role's expectations, not personal failing.
4. The path forward (1 paragraph): what you're proposing. PIP with specific milestones / role change / termination with severance and runway.
5. Their response space: stop talking. Genuinely listen. Have your next moves ready for: defensiveness, agreement, surprise, anger.
6. Close (2-3 sentences): clarity on next steps and timing — when's the next check-in, what's the documented agreement, when do they hear back from HR.

**Constraints:**
- Never use "we" when "I" is honest ("I decided this," not "we feel...")
- Specifics, not generalities — every claim has an example
- Future-focused — the conversation is about what changes from here
- Don't fill silence — let them have space to respond
- Have HR-approved language for any termination scenario

**Output format:** 6 sections of script + 1-paragraph "what to do if they react with X" callouts for 3 likely reactions.