COMPLETE GUIDE
Every template, scorecard, and framework in one place.
Most briefs describe the job. The right brief describes the person. These are different documents.
Use this template before any search starts.
ROLE: [title] TEAM: [team this person joins] REPORTS TO: [name and role] DATE NEEDED: [when they need to be in seat] WHAT THEY WILL OWN (3-5 specific outcomes, not responsibilities) 1. [outcome] 2. [outcome] 3. [outcome] WHAT SUCCESS LOOKS LIKE AT 30 DAYS [one paragraph, specific, measurable] WHAT SUCCESS LOOKS LIKE AT 90 DAYS [one paragraph, specific, measurable] THE 3 H'S FOR THIS ROLE Hard working looks like: [specific to this role] Humble looks like: [specific to this role] Hungry looks like: [specific to this role] NON-NEGOTIABLES (max 5) 1. 2. 3. NICE TO HAVE (max 3) 1. 2. 3. SALARY RANGE: £[min] - £[max] EQUITY: [if applicable] LOCATION: [office/hybrid/remote] INTERVIEW PROCESS: [stages, who is involved] DECISION MAKER: [who makes the final call]
Engineering → GitHub, Stack Overflow, specialist Slack communities for the stack in question. Job boards rarely surface strong senior engineers who aren’t actively looking.
Commercial (AE/SDR) → LinkedIn direct outreach, Pavilion UK, RevGenius. Referrals from existing commercial hires convert especially well.
Operations → LinkedIn direct outreach, referral network.
Design → Dribbble, Behance, design-specific Slack communities.
Talent/TA → LinkedIn, specialist TA communities.
For every role, run a Channel Picker exercise before sourcing starts: score each candidate channel on talent density, cost, and likely conversion, rather than defaulting to the same generic mix every time.
Hard working, Humble, and Hungry. 5 questions per H, 15 total. Score each 1-5.
Hard working (sample questions): Tell me about a time you had to grind through something with no shortcut available. What did that look like day to day? / Describe the longest stretch you’ve worked at real intensity to hit a deadline. What was the outcome? / What does a below-average day of effort look like for you, honestly?
Humble (sample questions): Tell me about a time you were wrong about something important at work. How did you find out, and what did you do? / Describe a time a more junior person on your team taught you something. / Who gets credit when your team succeeds, and how do you make sure of that?
Hungry (sample questions): What have you taught yourself in the last 6 months that nobody asked you to learn? / Tell me about a time you pushed for more responsibility before you were formally given it. / Where do you want to be in 3 years, and what have you already started doing about it?
Scoring rubric: 1 = answer is vague, generic, or self-serving with no real example. 3 = a real example with some depth but limited reflection. 5 = a specific, honest example with clear reflection on what they learned or how they’d act differently.
Minute 0-2: Each panellist writes their score and one-line reason silently, before anyone speaks, to avoid anchoring.
Minute 2-10: Go around in order, each panellist shares their score and reasoning without interruption.
Minute 10-16: Open discussion, specifically on any split scores (more than 1 point apart).
Minute 16-20: Hiring manager makes the final call and states it clearly. No decision leaves the room unmade.
[Company Name] — Offer of Employment Dear [Candidate Name], We're delighted to offer you the role of [Job Title] at [Company Name], reporting to [Manager Name]. START DATE: [date] SALARY: £[amount] per annum, paid monthly EQUITY: [amount/percentage], subject to a 12-month cliff and [X]-year vesting schedule BENEFITS: [list] LOCATION: [office/hybrid/remote] PROBATION PERIOD: [typically 3-6 months in the UK] NOTICE PERIOD: [during and after probation] This offer is subject to right-to-work verification and [any other conditions, e.g. references]. We're excited about what you'll build with us. Please confirm your acceptance by [date]. [Signatory Name] [Title]
Scenario 1: Current employer matches the salary. Response: acknowledge it seriously, then bring the conversation back to why they started looking in the first place. Money rarely fixed the original reason for leaving. Ask directly: "If they'd offered this six months ago, would you still be having this conversation with us?"
Scenario 2: Current employer offers a promotion or new project. Response: this is harder to counter with money. Focus on the things a counter-offer structurally can't fix: the specific ownership and ceiling of the new role, and the fact that the reasons for wanting to leave rarely disappear, they just get postponed.
Scenario 3: Candidate goes quiet after receiving a counter-offer. Response: a short, low-pressure check-in within 48 hours. "Totally understand this is a big decision. No pressure, just want to check where your head's at." Don't chase aggressively, it usually backfires.
Week 1: Learning and integration. Systems set up, key relationships introduced, company and team context absorbed.
Week 2: First wins. 2-3 small, visible things shipped.
Week 3: Owning something. Their first real project with clear success criteria.
Week 4: Leading something. Running a meeting or owning a decision independently.
Weekly 1:1s with a specific question each time, not a generic "how’s it going". Watch for the early-warning signals: missed 1:1s, no questions asked, avoidance of a specific task type.
These are the frameworks I use inside every engagement. Run it yourself using the guide above, or I can run it for you.
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