Prepare before you start hiring.

Answer five short questions. You'll get a kick-off brief — so you and anyone involved in the process know exactly what you're looking for before the first CV lands.

Question 1 of 5

What role are you hiring, and why now?

Role title and a sentence on the trigger — growth, backfill, new capability, restructure. The "why now" shapes everything that follows.

Question 2 of 5

What does success look like in the first 90 days?

Three concrete outcomes. Not personality traits or vibes — what will this person have done, built, or changed? The more specific this is, the easier every stage of the process becomes.

Question 3 of 5

What are the true must-haves — and what are you flexible on?

Be honest. If you'd hire someone without it, it's a nice-to-have. If you wouldn't move forward without it, it's a must-have. Keeping these two lists separate saves time and keeps the process fair.

Question 4 of 5

What's the biggest risk in this hire — and how will you test for it?

Every hire has a failure mode. Someone too junior, someone who can't operate without heavy process, someone great at interviews but not at the actual job. Name the one you're most worried about, and how you'll surface it.

Question 5 of 5

What does a clear no look like for this role?

What would make you stop the process regardless of the upside? Naming your dealbreakers before you meet anyone makes it much easier to stay consistent when someone seems strong on paper.

Kick-off Brief

Hiring for —

The Role

What this hire is actually for

The First 90 Days

What success looks like, made concrete

Must-Haves vs. Nice-to-Haves

Your real criteria, separated out

The Risk to Test For

The failure mode to surface in the process

A Clear No

Your dealbreakers, named before you meet anyone

Before you post the role

Resources

Every stage of the hiring process — from kick-off to offer. Open what you need.

Per role

Before you post

Kick-off Conversation Guide

Align on role purpose, success criteria, must-haves, first 90 days, and process — before a single candidate sees the job post.

Open →

Attract the right people

Job Description Starter

Build a JD section by section — role summary, responsibilities, requirements, about the team. Assembles into a ready-to-copy post.

Open →

Design before you start

Interview Plan

Define competencies, stages, owners, and evaluation criteria upfront. Keeps the process fair and the team coordinated.

Open →

Per candidate

During interviews

Candidate Scorecard

Evidence-based evaluation per candidate, per interviewer. One record per person — tracked in your Sessions. Share with your panel via the session link.

Open →

Before the offer

Reference Check

Structure the call, capture behavior examples, and record your overall read. One record per reference per candidate.

Open →

A framework to reduce bias and improve the quality of interviewer judgment. Brief your interviewers on this before they go in.

Choose

Select questions that map to the competencies you need

Each question should be tied to a specific competency — that's what makes comparison across candidates meaningful and fair. If you're not sure why you're asking something, that's worth pausing on before you go in.

"What competency am I testing here — and is this the best question to test it?"

Notice

Pay attention to what is said and how it is said

Listen for specificity — do they give real examples or stay in the abstract? Notice what they avoid. Watch for the gap between what they claim and what they demonstrate in the room. Both are data.

"Are they describing what they did, or what the team did? Do they name the specific decision they made?"

Reflect

Compare impressions with evidence before scoring

Write notes immediately after — not during, when it interferes with listening. Before the debrief, score independently. Your instinct is worth something — and so is the evidence. Checking one against the other is what makes the judgment solid.

"What specific thing did they say or do that led me to this score? If I can't name it, I'm scoring a feeling — not a candidate."

Run through these before extending an offer. Ten minutes of structured reflection now is the cheapest due diligence in the process.

Can you describe in one sentence why this person, for this role, right now?
Are you hiring for who they are today, or who you hope they'll become?
What's the one thing that gave you pause — and have you named it to yourself honestly?
Does your reference check confirm or complicate the picture from interviews?
Is the salary range confirmed and aligned with budget — before you call?
Do all key stakeholders agree this is the right person?
Is the role still the right shape — or has something shifted since the kick-off?
Is your confidence in this person based on evidence — or has urgency started to do the convincing?

Three versions — after CV screen, after first interview, after final round. Edit to fit your voice. The goal is always the same: clear, kind, and fast. Candidates remember how you treat them when the answer is no.

After CV / application screen

Subject: Your application — [Role] at [Company] Hi [Name], Thank you for taking the time to apply for [Role]. We've reviewed your application carefully and, while your background is strong, we're moving forward with candidates whose experience more closely matches what we need right now. We appreciate you considering us and wish you well in your search. [Your name]

After first interview

Subject: Re: [Role] — Update Hi [Name], Thank you for the time and thought you put into our conversation. It was good to hear your perspective. After careful consideration, we've decided to move forward with another candidate whose background is a closer fit for what we need at this stage. This was a competitive process and not an easy decision. I hope our paths cross again. [Your name]

After final round

Subject: Re: [Role] — Final Update Hi [Name], I wanted to reach out personally. We've made our decision for [Role], and we won't be moving forward. I know how much you invested in this process, and I genuinely appreciate it. You were strong — this came down to a very specific fit rather than any shortcoming on your part. I'd welcome staying in touch. [Your name]

Hiring pause

Subject: Re: [Role] — Update on the process Hi [Name], I want to be transparent with you. We've had to pause the hiring process for [Role] due to [brief reason — e.g. a shift in team priorities / a change in budget]. This is not a reflection of our view of your candidacy — you were genuinely one of the people we were considering seriously. I'll reach out if the role reopens. In the meantime, I hope you find a great opportunity. [Your name]

A verbal offer lands differently than an email. Use this as a guide — not something to read from. The goal is to make them feel chosen, not processed.

Open warmly."I'm calling with good news." Don't bury the lead — they've been waiting.
State the offer clearly.Title, compensation, start date. Say the numbers plainly — don't soften or hedge them.
Pause.Give them a moment to react. Don't fill the silence. Let it land.
Answer questions openly.If you don't know something, say so and follow up in writing. Don't guess or over-promise.
Give them time — and say it explicitly."Take a few days to think it through. I want you to feel good about this." A nervous yes is a future resignation.
Confirm next steps."You'll have the written offer by [date]." Close with clarity, not ambiguity.