[100% Off] Full Stack Recruiter Course: Full-Cycle Hiring Skills [En]

Full Stack Recruiter | Full-Cycle Recruiting | Senior Recruiter | Candidate Assessment | Hiring | TA Specialist

Added on October 12, 2026 Business 5 min read

What you’ll learn

• Take away 550+ tools: 17 downloadable tool files plus AI prompts, templates, scripts, checklists and search strings in the presentations
• Use 68 ready AI prompts for search strings, outreach messages, CV analysis, interview questions and recruiting metrics
• See 105 services and apps on screen, from a quick look to a detailed demo: LinkedIn Sales Navigator, hireEZ, ContactOut and more
• Align with the hiring manager using a recruitment request form and a clear candidate profile
• Find candidates with 42 sets of ready search strings for LinkedIn, GitHub, social networks and job sites
• Find contacts and engage passive candidates with outreach sequences and messenger scripts
• Assess candidates with structured STAR interviews, a competency dictionary and interview scorecards
• Sell the vacancy, negotiate the offer and handle counteroffers
• Design the candidate experience and manage your recruitment funnel with metrics
• Learn with Mike, the #1 HR instructor on Udemy: 1,800,000+ enrollments, 170,000 students, about 200 books on Amazon

Requirements

• Basic recruiting experience is helpful, but every stage comes with a script, template or checklist you can copy
• Nothing to buy for the course itself: tool files and presentations are attached to the lectures
• Services shown in the course are optional; many have a free plan or a trial
• A LinkedIn account is helpful for the sourcing lectures
• Start with the first four sections, then open the specialist sections you need

Description

This course contains the use of artificial intelligence.

558 tools for full-cycle recruitment in one course: 17 downloadable tool files, 373 ready-to-use AI prompts, templates, scripts, checklists and search strings, 63 models and methods, and 105 services and apps shown on screen.

Open a lecture, take the tool, use it on your next vacancy.

Why a recruiter gets stuck in the middle

Many recruiters do one part of the job well: they search, or they interview, or they coordinate. The vacancy still stays open, because the weak link is somewhere else: an unclear request, no contacts for the best candidates, an interview that proves nothing, an offer that arrives too late. A senior recruiter owns the whole chain.

What changes after this course

You get a clear request and a candidate profile from the hiring manager. You search where others do not look and find contact details. You write messages that passive candidates answer. You assess with structured interviews and a scorecard the manager trusts. You sell the role, close the offer and keep the candidate until the first working day. And you see your funnel in numbers.

What is inside: 558 tools, counted file by file

You do not have to take this number on trust. Open any lecture and read its description: every tool inside is listed there by name.

• 17 downloadable tool files for screening, interviews, assessment and hiring decisions
• 373 ready-to-use tools inside the presentations:
• 68 ready AI prompts: X-ray search generation, candidate outreach creation and refinement, candidate objection handling, STAR answer analysis
• 60 templates and sample documents: sourcing strategy, candidate outreach message, job offer letter, interview scorecard
• 59 question lists and conversation scripts: intake meeting, recruiter prescreening, reference checks, candidate motivation
• 53 checklists: ideal candidate profile, hiring manager intake, candidate interview preparation, job offer
• 51 step-by-step procedures and workflows: candidate shortlist search, corporate email discovery and validation, candidate outreach follow-up sequence, competency-based interview
• 42 sets of search strings: LinkedIn X-ray searches, GitHub candidate searches, Behance X-ray searches, personal email searches
• 20 scorecards, rubrics and scoring matrices: competency rating scale, screening criteria matrix, potential versus experience hiring matrix, assessment method selection matrix
• 8 formulas and metric sets: hiring quality metrics, screening performance metrics, testing efficiency metrics, candidate experience metrics
• 12 other working tools: Boolean search, product manager test assignment, hiring decision tree, recruitment funnel analysis worksheet
• 63 models and methods explained with examples: recruitment funnel, structured interview, SHL Universal Competency Framework, Big Five personality model
• 105 services and apps shown on screen, from a quick look to a detailed demo: LinkedIn Sales Navigator, hireEZ, ContactOut, RocketReach, Hunter, Textio, Calendly, Loom and others

Where the tools are

• Full-cycle recruiting core (4 sections, 298 tools). The senior recruiter role and hiring manager alignment, search preparation, Boolean sourcing and recruiting tools, contact search, engagement and assessment, recruiting sales and offer negotiation.
• Candidate screening and assessment (122 tools). Resume screening, STAR interviews, competencies, tests and scorecards. 15 tool files are here.
• Competency-based interviewing (63 tools). Competency libraries, job scorecards, structured and panel interviews.
• Candidate experience design (43 tools).
• Recruitment funnel and sales (102 tools). Outreach, messages, funnel metrics and work with clients. Most AI prompts are here.

Who is teaching

I am Mike, the #1 HR instructor on Udemy, with 1,800,000+ course enrollments from 170,000 students, and the author of about 200 books on Amazon. I built the people system at Preply as it became a unicorn and worked at Wargaming, iDeals and Alfa-Bank across 20 years in HR. I hold PHRi, SHRM-CP and HCI sHRBP certifications and represent HRCI in Eastern Europe.

At StarLightMedia I built recruiting as head of recruitment and onboarding and later as HR director. I formed a team of 12 recruiters, and we worked on more than 2,000 vacancies. When the system started to deliver, hiring managers complained: you show many candidates, but not of the quality we want. It was all impressions and no facts. So I introduced a candidate scorecard where the manager rated each candidate on a five-point scale. Month by month the average rating rose to 4.5, because recruiters stopped bringing candidates they were not sure about. That scorecard logic runs through this course.

How to use the course

Watch the first four sections in order to close one vacancy from request to offer. Then use the rest as a reference: section and lecture titles show how many tools are inside, and each lecture description lists them by name.

What is included

• 41 lectures across 9 sections, 19 hours
• 57 downloadable resources: 17 tool files and the lecture presentations
• 558 tools across the lessons, ready to copy into your own work
• A 10-question practice test, a quiz and a role play
• Lifetime access to all materials
• Active instructor support in the Q&A section
• A Udemy Certificate of Completion

Where to start

Take one vacancy you have now. Open the first section, fill in the recruitment request form with the hiring manager and agree the candidate profile. Enrol now and start your first lesson today.

Author(s): PapaHR ★ 170K students: Human Resources, HR Management, SHRM, AI Analytics, Recruitment, Payroll, Certification, CIPD, Claude