How to hire — role by role

The hiring process, step by step

Every role is different, but great hiring follows the same underlying framework. Use these seven steps as your default process for any position, then apply the role-specific playbooks below for what to source, evaluate, and watch out for in each job.

1. 1

   Define the role and scorecard

   Before writing a job post, get clear on what success looks like. Define the core responsibilities, the outcomes the person must deliver in their first year, and a scorecard that separates genuine must-have skills from nice-to-haves. This shared definition keeps every interviewer aligned and prevents gut-feel decisions later.
2. 2

   Write a clear, honest job description

   Lead with the impact and outcomes the person will own, list only the requirements that are truly essential, and include a salary range — it measurably improves application rates. Describe the team and mission, state the location and remote policy plainly, and keep the application short, mobile-friendly, and inclusive.
3. 3

   Source and attract candidates

   Post the role to the job boards where your candidates actually look and to your careers page, then supplement inbound applications with active sourcing of passive talent. Track which sources produce the best applicants so you invest where it works, and re-engage strong past candidates from your talent pool.
4. 4

   Screen consistently

   Score every applicant against the same scorecard, use knockout questions for non-negotiable requirements, and look for evidence of real outcomes rather than a list of responsibilities. Move qualified candidates forward quickly — speed is one of the biggest levers for winning talent — and keep notes attached to each record.
5. 5

   Run structured interviews

   Align the panel on who assesses what, ask every candidate the same core questions, and use a consistent rubric so you can compare fairly. Brief interviewers on bias and off-limits topics, plan to sell the role as well as evaluate it, and collect written, criteria-based feedback immediately after each conversation.
6. 6

   Check references and decide

   Verify must-have credentials and run reference or background checks where the role requires them. Bring the panel's scorecards together, discuss the evidence rather than impressions, and make a timely, competitive offer before a strong candidate accepts elsewhere.
7. 7

   Onboard before day one

   A great hire can still fail with a poor start. Send the offer and paperwork promptly, provision accounts and hardware ahead of day one, share a first-week schedule with clear 30/60/90-day goals, assign a buddy, and check in at the end of week one and month one.