Hiring prompts

Find people who actually deliver

15 prompts · Business

• Ask the questions that surface what the CV doesn't sayReference check questions that go beyond confirmation of employment to get actual signal about how someone works, manages, and handles difficulty.
• Before you hire, figure out which kind of hire you actually needA structured analysis of freelancer vs employee — cost, flexibility, IP, commitment — that makes the right choice clear before you post anything.
• Design a team that can actually execute your strategyA team structure analysis that maps your current structure against your goals and identifies the gaps, overlaps, and reporting lines that need to change.
• Find out if your managers are helping or slowing your team downA manager effectiveness assessment that surfaces what direct reports actually experience — not what the manager thinks they're delivering.
• Find out what your team actually thinks before it becomes a problemA culture diagnosis that surfaces what's working, what isn't, and what people aren't saying in 1:1s — before it shows up in attrition.
• Find out who's thinking about leaving before they tell youA retention risk analysis using engagement signals, tenure, compensation, and manager quality to identify your highest flight risks while there's still time.
• Find the real reason good people are leavingExit interview analysis that gets past polite answers and surfaces the systemic issues worth fixing before they cost you more people.
• Give feedback that actually changes behaviourA performance review framework that's specific, evidence-based, and forward-looking — not the kind people nod at and then do nothing about.
• Have the conversation you've been putting off — and have it wellA script for any difficult conversation — performance, behaviour, conflict — that keeps it constructive and doesn't leave anyone guessing about what was said.
• Know if you're paying enough to keep the people you can't afford to loseCompensation benchmarking against current market data — so you know where you stand before someone gets a competing offer.
• Make the offer without leaving the candidate uncertainAn offer letter and negotiation script that's warm, clear, and structured to reduce the back-and-forth that costs you the people you want most.
• Questions that reveal who someone actually is, not who they're pretending to beAn interview question bank that surfaces real capability, values alignment, and how people behave under pressure — not just polish.
• Set new hires up to succeed before they start second-guessing themselvesA 90-day onboarding plan with milestones, connections, and early wins built in — so new hires feel capable before they feel lost.
• Stop making hiring decisions on vibesA candidate scorecard with weighted criteria that makes it impossible to hire someone just because you liked them — or reject someone just because you didn't.
• Write the job ad that makes the right person say 'that's me'A job description that attracts candidates who are genuinely excited about this role — not just anyone actively job searching.

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