Hiring

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.

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.

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.

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.

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.

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.