How do you approach hiring for a new role?

Summary

Start with a scorecard — mission, first-year outcomes, competencies and what's not required — agreed with the panel; derive the job description from it; design a structured loop that assesses each competency once; plan the funnel backwards from the target; and close fast and personally.

Longer Answer

The scorecard keeps interviewers evaluating the same thing. Structured interviews with rubrics are more predictive and reduce differences between demographic groups. Funnel maths tells me how many candidates and interviewer hours I need, and interviewer load is planned as team capacity. A written 30-60-90 plan before day one makes the hire succeed.

Key Points

• Scorecard first
• Structured loop with rubrics
• Funnel and capacity planning; fast close

Deep dive: Defining the Role: Scorecards

What interviewers look for

End-to-end hiring ownership.

Red flags

• 'Post the job and see who applies'
• Gut-feel interviews