<aside> ℹ️ This template is designed to optimize your hiring process. The core structure and formats are based on Who: The A Method for Hiring by Geoff Smart and Randy Street. Note that this is an adaptation of the method by the https://www.onhires.com/ team, supplemented with practical tips and recommendations based on experience working with technology companies in Web3, AI, FinTech, and Cybersecurity.

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Step 1: Strategize (defining your needs)

<aside> ⚠️ Before you start hiring for a specific role, you will need to make sure that you have a hiring plan that aligns with the companies trajectory, as well as clarity about what role you are hiring for and what this means for the individual and for the organization. The below bullet points will help you think about the most important points to clarify 👇🏼

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• General (company wide)
• Role specific

Step 2: Scope (specifying the ideal candidate)

<aside> ℹ️ The scorecard lists out the skills, traits, and qualifications someone needs to have in order to be successful in the new role. The interview process will be structured to test candidates based on these attributes. When complete, the hiring team, led by the hiring manager, will know exactly who and what to look for.

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Scorecards

Database for creating your job listings:

🥅 Job listings

Step 4: Source (finding the best match)

<aside> ℹ️ Besides getting candidates to apply through your job listings (inbound), sourcing candidates involves actively identifying potential hires and reaching out to them through various channels such as job sites, social media, and referrals (outbound).

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There are two main sources for actively finding candidates:

1. Referrals from your network (including your existing team’s network)
   1. Ask your top 10 most talented connections, who they know to be the best at the type of role you are hiring for.
   2. Offer referral bonuses to your team. If they bring in the person who get’s hired, they get a kickback.
2. External recruiters (individuals and/or agencies that help you find the right candidate).
   1. When using external recruiters, make sure they are as involved as possible, and give them access to the scorecard and all other information pertaining to the new role.

Of course you can also have the hiring manager, and other team members involved in the hiring process, actively search for leads on LinkedIn and other places. Generally the best leads come from your personal networks, and outbounds are typically more qualified than inbounds.