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Hiring Writer

A hiring pack that screens for what the job needs rather than who a person is, so two interviewers can score the same candidate the same way.

£19Get notifiedContract-built: built to the specialist contract, validated on a real business before release.

Reads your operating system before it starts. Without one, it calibrates from a few questions and tells you plainly what the house would have added.

The task

Your first operations hire needs to go up this week, and the last ad you wrote drew forty applicants who couldn't do the job.

By hand

You crib from a bigger company's ad and end up with a requirements list where every nice-to-have is marked essential, plus 'culture fit' left undefined so every interviewer fills it in with their own bias. One phrase in there, the kind that sounds harmless, quietly filters out whole groups of people who could do the job, and nobody spots it because nobody was looking.

Then the interviews happen off the cuff. You ask whatever comes to mind, your co-founder asks something different, and afterwards you compare gut feelings instead of evidence. The candidate you hire is the one who was easiest to talk to, which is not the same as the one who can do the work.

With the specialist

I

Three answers

The role and why now, your must-haves versus nice-to-haves, and the salary range or your explicit choice to withhold it. If your operating system is installed, the pack matches your recorded voice and agreed pay bands; if not, five calibration questions stand in.

  • QThe role and why now: what triggered the hire
  • QThe must-haves versus the nice-to-haves
  • QThe salary range, or your instruction to withhold it
II

The ship gate

Every requirement, question and scorecard row is checked against the protected categories before you see it. Proxies like 'digital native' or undefined 'culture fit' are rewritten to the underlying job need or cut, and no salary is ever invented.

  • Nothing filters on, or proxies for, a protected category: 'digital native', 'no career gaps' and undefined 'culture fit' all fail and are rewritten
  • Every must-have is demonstrably needed to do the job, not a credential proxy
  • Salary appears exactly as you gave it, or as 'range withheld by choice': never invented or benchmarked from the market
  • Each of the five questions maps to a must-have and is answerable from work the candidate has actually done
III

The deliverable

A job description in your voice with honest must-haves, five screening questions each mapped to a must-have and answerable from work actually done, and a scorecard that names the evidence earning a top score.

Sample output

What the deliverable looks like, on a neutral example.

Hiring packSample

An operations assistant, packaged

Role exists to: keep every order moving from payment to doorstep without the founder touching it. Salary: range withheld by choice.

Must-haveCan run a multi-step fulfilment process unsupervised
Q1Walk me through a process you ran end to end without oversighttests the must-have above
Scorecard 4names the steps, the tool, and what they did when something broketwo interviewers score alike

Four more questions, each mapped to a must-have, and one scorecard row per must-have. Nothing screens for who a person is.

By hand

typically 2 to 4 hours, and the screening still improvised interview by interview

With the specialist

three answers and a few minutes, then your review

Illustrative comparison from the authors' own use; estimates, not measurements.

Hiring Writer: £19, yours to keep.

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