When your hiring process lives in people's heads, it changes every time a different manager gets involved. Hiring Process Design gives you a fully documented, repeatable system, so every candidate gets the same quality experience and every hire is made on the same evidence.
When there's no agreed process, people default to their instincts. And instincts vary.
Some run one round, some run four. Some give structured feedback, some go on gut feel. The decision depends on who's involved, not on what the role requires.
Without a shared framework for what "good" looks like at each stage, hiring decisions are hard to defend, easy to challenge, and impossible to learn from.
Great candidates get slow feedback. Interview formats aren't explained. Offers land at different speeds depending on which hiring manager is involved. You're losing people to this.
Your pipeline stages were set up on day one and never updated. The way candidates move through the system has nothing to do with your actual process.
Every deliverable is designed to be used the day after handover. Not filed away and forgotten.
End-to-end process documentation for each function you hire into, from role approval through to offer accepted. Swim-lane format showing who does what and when.
Stage-by-stage breakdown of what each interview is assessing, who should run it, and approximately how long it should take. No ambiguity about the purpose of each conversation.
Competency and values-based questions for each stage, mapped to the criteria being assessed. Includes follow-up probes and what good and bad answers look like.
Standardised scoring frameworks for each stage aligned to your levelling system. Keeps feedback objective, comparable, and defensible.
Interview invite, stage briefing, feedback, offer, and decline templates. Professionally written and ready to personalise. Consistent experience for every candidate.
A practical one-pager for managers on how to run each interview type, how to complete a scorecard, and how to give good candidate feedback quickly.
Agreed turnaround times at each stage: how fast feedback needs to happen, when decisions should be made, and what escalation looks like if stages stall.
Your ATS updated to reflect the new process exactly. Stage names, automation triggers, and field requirements all aligned to what's been designed.
All deliverables handed over in a single Notion workspace or Google Drive folder, structured so your team can find and use them without help from anyone else.
Most engagements are completed in 1–2 weeks. The timeline depends on how many role families are in scope and your team's availability for the discovery sessions.
Before designing anything, we understand how hiring actually works at your company today: the steps, the people, the decisions, and where the friction sits. This includes a review of your current ATS configuration.
The full process is designed and drafted: process maps, scorecards, question banks, comms templates, SLAs, and the hiring manager guide. A draft is shared for review and one round of feedback is incorporated.
All deliverables are compiled into a single, well-structured workspace. The ATS is updated to reflect the new process exactly. A walkthrough session is run with the hiring lead and any relevant managers.
Companies about to scale hiring significantly and wanting a solid foundation before volume increases
Organisations where multiple managers are hiring and each running the process their own way
Teams losing candidates at late stages to speed, unclear process, or inconsistent feedback
Companies that have grown quickly and never formalised what had been an informal process
People leads who want structured interviewing in place but don't have the time to design it themselves
Not right if the primary problem is volume. If you need more candidates, start with the TA Diagnostic
The fee is based on the number of role families in scope, the complexity of your current process, and the breadth of documentation required. Everything listed below is included. No add-ons, no hourly billing. Fees are agreed before work begins.
If your hiring process is inconsistent, manager-dependent, or simply undocumented, book a free 20-minute discovery call to walk through your current situation and what a Process Design engagement would cover.
Book a free 20-min callNo commitment. Most engagements are scoped and started within a week of the discovery call.