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.

Designs a fair, paid trial shift for retail, hospitality, salon or trades hiring with timed tasks, what to observe, a scoring rubric, pay and legal points to check, and how to give feedback.

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.

Decides whether and whom a small business should hire first - the role, employee versus contractor, the real cost, the hiring process and onboarding. Use when you are stretched and thinking of hiring.

Designs an internship programme with real projects, mentors, a weekly schedule, learning goals, fair evaluation and a path to full-time offers. Use when starting or fixing an internship scheme.

Plans a one or two week work experience placement for a school or college student, with safeguarding and insurance checks, a daily schedule of real tasks, a supervisor and an end reference.

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.

Plans the employer's reply when a candidate negotiates or has a competing offer - the real room available, trades to offer, internal equity checks and the message. Use before answering the candidate.

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.

Builds interviewer training on structured questions, evidence-based scoring, common biases, calibration and legal no-go questions, with practice. Use before people join interview panels.

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 a request for a new role with the business problem, the work, full cost, alternatives considered and how success will be measured. Use when asking leadership or finance to approve a hire.

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 a structured recruiter phone screen with knockout questions, motivation probes, logistics checks, a timed flow and a scoring guide. Use before screening candidates for a role.

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.