My hiring system, packaged.

Good hiring often depends on one experienced person. When they leave, the know-how leaves with them.

I wrote down how I build hiring, so a team can run it without me in the room.

• The first version was too big. Fourteen chapters read like a manual, and nobody reads a manual.
• Every company is different, so it had to be a starting point, not a rulebook.
• It had to be usable in a real meeting, not just something to read.

A playbook for Talent Acquisition leads and hiring managers at scaling companies, built around my own five-phase method.

1. AuditFind out how hiring really works today
2. AlignAgree what great looks like
3. ArchitectDesign the interviews and the timings
4. ActionDecide, offer and hand over
5. OptimiseUse technology to keep getting better

• Start with the truth
• Scorecards that make decisions fair
• Interviews with a clear job each
• Communication on a clock
• The offer, without the wait
• AI in hiring, with people in charge

Two parts work right on the page: a kick-off checklist to use in the meeting, and a rating scale that explains each score.

I cut fourteen chapters down to the six that matter most, rewrote them in plain words, and built them around one method. Each chapter ties back to work I've done, like the offer approvals and kick-off form on this site.

• Test it with hiring managers and see which tools they actually use.
• Add the chapters I left out, such as metrics and workforce planning, once the core has proved itself.