# 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](/content/@sharon/hiring-hub#_luaf_gbI/index.html) checklist below as a guide to strategically define the details and criteria for your search. Use the [Weekly check-in](/content/@sharon/hiring-hub/weekly-check-in-2/index.html) 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](/content/@sharon/role-kick-off-template/purpose-of-a-role-kick-off-15/index.html). 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](/content/@sharon/hiring-hub/intake-questions-7/index.html). Write your [Job description](/content/@sharon/hiring-hub/job-description-8/index.html). Define your [Interview process & panel](/content/@sharon/hiring-hub/interview-process-panel-22/index.html), map candidate touch points with the team, exercise for the role, the interview panel and rubric for the team. Use the [checklist](/content/@sharon/hiring-hub#Detailed-checklist_tuME-nwP/index.html) 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](/content/@sharon/hiring-hub/intake-questions-7/index.html) | | | 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](/content/@sharon/hiring-hub/interview-process-panel-22/index.html) 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](/content/@sharon/hiring-hub/role-exercise-23/index.html) | | | Set [Interview process & panel](/content/@sharon/hiring-hub/interview-process-panel-22/index.html) 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 | ## Next: [ Intake questions ](/content/@sharon/hiring-hub/intake-questions-7/index.html) [ Job description ](/content/@sharon/hiring-hub/job-description-8/index.html) [ Interview process & panel ](/content/@sharon/hiring-hub/interview-process-panel-22/index.html) [ Role exercise ](/content/@sharon/hiring-hub/role-exercise-23/index.html)