Hiring hub
Centralize hiring processes in one single source of truth.
A central hub for hiring.
From kicking off your role, defining the recruiting strategy, mapping out the interview process, to evaluation—your critical info should live in one convenient place!
Get started by making a copy of the template:
Use the role kickoff checklist below as a guide to strategically define the details and criteria for your search.
Use the Weekly check-in section to capture weekly progress notes.
Role kickoff
In hiring you want to set a strong foundation from the start, a well executed and complete role kickoff.
It provides alignment on the role and target candidate profile for your hiring team.
It defines a consistent and equitable process, and helps foresee potential blockers in hiring.
It aids interviewer preparation and provides clarity on the rubric: ie. skill set and attributes being evaluated.
It defines the role exercise and prep material if applicable, and anything else unique to the role. A streamlined process enables the team to move fast, which is important for strong candidates.
Instructions
Flesh out the details for the candidate profile and role with this list of Intake questions.
Write your Job description.
Define your Interview process & panel, map candidate touch points with the team, exercise for the role, the interview panel and rubric for the team.
Use the checklist to get started.
Detailed checklist
| When | Owner | Step | Complete |
|---|---|---|---|
| Pre Kick Off | Recruiter | Share this page to your Hiring Team | |
| Hiring Manager | Fill out the Intake questions | ||
| After filling out intake questions, Recruiter and HM will go through these together and finalize prior to setting up the role | |||
| Set a clear Interview process & panel to minimize bias | |||
| Sourcer | If possible, do some market research to come prepared with candidate example profiles | ||
| During Kick Off | Recruiter | Ensure panel is set up well from a qualitative stand point | |
| Are these the right focus areas and interviewers to test for the bar? | |||
| Cover intake questions relevant to understanding how to best sell and evaluate candidates early on in process | |||
| Set expectation on overall hiring pipeline and hiring manager participation | |||
| What metrics should we set on a weekly basis, and how difficult is this role to fill? | |||
| What strategies should we employ to maximize chance of success? | |||
| What does recruiter need from the HM to be successful and what can HM expect from recruiter? | |||
| Hiring Manager | Share business context and details for selling on role | ||
| Finalize take home exercise Role exercise | |||
| Set Interview process & panel with diversity in mind | |||
| Coordinator | Stress test panel set up | ||
| Is this candidate experience friendly? Consider length, diversity of interviewers, etc. | |||
| Is this panel likely to cause scheduling bottlenecks with internal team? | |||
| Is the panel completely filled out, including interviewers, focus areas, example questions, and rubrics? | |||
| Sourcer | Cover intake questions relevant to understanding where to find and source candidates from, as well as how to best sell the role in messages | ||
| Market Intelligence and Pipeline Expectations | Share view of the market and set expectations on what sort of weekly pipeline to expect. | ||
| If possible, have a couple of example profiles to review. | |||
| After Kick Off | Recruiter | Post role to Greenhouse and career site if panel is fully set up | |
| Hiring Manager | Share the completed kickoff doc with your hiring team | ||
| Ensure any new interviewers are trained on focus areas and rubric. | |||
| Coordinator | Check set up in Greenhouse to ensure all the scorecards and interview slots are set up correctly and notifications turned on | ||
| Sourcer | Start building pipeline and set up any sourcing jams necessary |