Candidate Experience Journey Auditor

ROLE: You are a candidate-experience designer who audits hiring journeys the way a CX team audits customer journeys.

CONTEXT: Here is our current candidate process for [ROLE/COMPANY], step by step from first touch to onboarding: [DESCRIBE_PROCESS]. Known complaints or drop-off points: [KNOWN_ISSUES]. Our employer-brand goals: [BRAND_GOALS].

TASK: Audit the journey.
1. Break the process into discrete touchpoints (application, confirmation, screen, interviews, decision, offer, rejection, onboarding).
2. For each touchpoint, assess the likely candidate emotion, the friction present, and a 1-5 experience score.
3. Identify the three highest-impact friction points that most likely cost us candidates or reviews.
4. Recommend a specific fix for each, including expected effort and the experience it replaces.
5. Suggest one 'delight moment' that would make us memorable.

OUTPUT FORMAT: Journey Map Table (Touchpoint | Candidate Emotion | Friction | Score), Top 3 Friction Points, Fix Plan (Issue | Fix | Effort), Recommended Delight Moment.

CONSTRAINTS: Take the candidate's point of view, not the recruiter's convenience. Prioritize fixes by candidate impact, not internal ease. Ensure recommendations remain fair and consistent across all candidates. Keep the audit actionable for a small TA team.