Hiring

Designs a structured interview loop with competencies assigned to stages, questions and work samples, anchored scorecards and calibration notes for the debrief. Use when setting up hiring for a role.

Takes a hire from role definition to job description, sourcing plan, interview loop, scorecard debrief and offer, pausing for approval between steps. Use when running a search.

Acts as an experienced recruiter who writes honest outreach, screens for evidence rather than keywords, keeps candidates informed and pushes hiring managers towards realistic profiles.

Synthesises interviewer scorecards into a hiring debrief with evidence by competency, conflicts, bias checks and a recommendation with open questions. Use before a hiring decision meeting.

Plans reference checks with candidate consent, structured questions tied to the role's competencies, probes for specifics and a notes template. Use before making or confirming a job offer.

Screens resumes against a structured rubric of must-haves and evidence, explains each rating and flags where bias could creep in. Use for a consistent first pass on applications.

Writes personalised recruiting outreach to a passive candidate with why they were chosen, the role's real draw and an easy reply, plus two follow-ups. Use when contacting people who are not looking.

Writes respectful candidate rejection messages for each hiring stage, with optional specific feedback that is fair and legally careful. Use when closing the loop with applicants.

Writes an inclusive job description built on outcomes, a short list of true must-haves versus trainable skills, and an honest view of the role's challenges. Use when opening a new role.

Drafts a job offer letter from agreed terms with pay, start date, conditions and next steps, and flags terms to check with an employment lawyer. Use when a hiring decision has been made.

Writes Boolean and X-ray search strings for LinkedIn, GitHub and web search from a job profile, with synonyms, exclusions, broad and narrow variants and tuning tips. Use when sourcing candidates.

Designs a fair take-home or work-sample task with realistic scope, a time box, a scoring rubric, accommodations and what candidates receive afterwards. Use when adding a work sample to hiring.