Hiring plan
Also called: hiring brief, intake doc
What sits on the page
A working hiring plan covers:
- Why the role exists: the gap it closes and the success criteria for year one.
- Must-haves vs. nice-to-haves: 3-5 of each, agreed not debated.
- Compensation range: a band, signed off by finance.
- Interview panel: who interviews each dimension.
- Stages: how many rounds, how long each takes.
- Start-date target: realistic, accounting for notice period.
- Sourcing channels: where to look, by priority.
One page. Written before the job posting. Signed off by the hiring manager and the head of the function.
Why the upfront cost is worth it
A hiring plan is 60-90 minutes of work that prevents three failure modes:
- Interviewers using different criteria, debate every debrief.
- Counter-offers because the compensation band wasn’t set in advance.
- A start-date miss because no one accounted for the candidate’s 3-month notice.
The plan is what you point at when the process tries to drift mid-search.
Where Join fits
Hiring plans attach to the role in Join, visible from the candidate-list view so every interviewer can re-read the criteria before a conversation. See the features page.
