Hire

Hire

Scorecard before job description, job description before interviews — skip the scorecard and you hire whoever interviews best, not whoever does the job.

Copy this checklist and check off items as you complete them:

Hire Progress:
- [ ] Step 1: Scorecard
- [ ] Step 2: JD draft
- [ ] Step 3: Sourcing plan
- [ ] Step 4: Interview loop
- [ ] Step 5: Contract checklist
- [ ] Report

Step 1 — Scorecard before JD

Define the outcome, not the resume. Write 3-5 measurable outcomes for what great looks like at the 90-day mark (shipped what, moved which metric by how much), plus two skill lists: required and nice-to-have. If the role's scope is fuzzy — generalist or specialist, contract or full-time, needed now or in three months — delegate to the biz-strategist agent with the business problem this hire is meant to solve.

Step 2 — JD draft

Delegate to the copywriter agent with the scorecard as input, not a blank prompt. The JD leads with the 90-day outcomes, states the stack plainly (the actual tools, not a wishlist of 15 technologies nobody uses together), and states a real compensation range — one you'd defend out loud in the interview, not a placeholder. Publishing the JD anywhere public is outward-facing: confirm with the user before posting it.

Step 3 — Sourcing plan

Rank channels for this specific role type — relevant communities, job boards, freelance platforms (Upwork/Toptal for contract work, LinkedIn for full-time), personal network — and commit to the top 2-3 rather than spraying across all of them. Name the first 3 concrete actions (post in which community, DM which 5 people, apply which platform filter) with who does each and by when.

Step 4 — Interview loop

Identical loop for every candidate — that's what makes them comparable:

1. 30-minute screen: motivation for this specific role, walkthrough of relevant past work.
2. PAID, timeboxed work sample pulled from the real backlog — an actual ticket or task, not a synthetic puzzle. Pay it whether or not the candidate advances.
3. Score against the Step 1 scorecard with a rubric — required skills as line items, not gut feel.

Never cut the paid work sample to save time; unpaid "sample work" is a legal and trust liability, not a shortcut.

Step 5 — Contract

Delegate to the legal-advisor agent with the role type and jurisdiction for a checklist covering: IP assignment (non-negotiable — anything built for the business belongs to the business), contractor-vs-employee classification (misclassification is a real liability, not paperwork), payment terms (rate, schedule, currency), and a trial period with an explicit exit clause.

Report

• Scorecard: the 90-day outcomes and required/nice-to-have skills.
• JD draft: full text, ready to post.
• Sourcing plan: ranked channels and the first 3 concrete actions.
• Interview loop: the screen/work-sample/rubric structure for this role.
• Contract checklist: IP, classification, payment terms, trial period — flag anything needing the user's own legal review before use.

Any compensation figure or market-rate number not supplied by the user is a training-data estimate, not current data — label it an unverified assumption in the report rather than stating it as fact.