Hiring process templates

A hiring process for your first in-house recruiter, built around a sourcing and intake work sample that separates real pipeline owners from smooth talkers. **Why this works:** - Recruiters are professional interviewers, so conversation alone screens for polish; a written intake brief and sourcing plan show the actual craft - Asking for real pipeline numbers upfront (time-to-fill, offer-accept rate, pass-through by stage) filters coordinators from full-cycle operators - A role-play interview tests intake and closing, the two moments where searches are won and lost - References from both hiring managers and placed candidates verify partnership skills and the candidate experience they actually deliver **Best for:** Startups making their first in-house recruiting hire, typically around 40-50 employees or 15-20+ hires per year **Timeline:** ~2 weeks **Candidate effort:** 2-3 hours