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Most hiring processes are held together by instinct and improvisation. This kit gives growing businesses and HR teams the complete documented infrastructure for a professional, consistent, bias-reduced hiring and onboarding process — from writing the job description through to the new hire's first 90 days.
Ten documents covering every stage: the competency-based JD guide, a 200+ question interview bank across 17 competency categories, six role-specific interview scorecards (Software Engineer, Product Manager, Sales, Engineering Manager, Operations/Clinical Ops, Customer Success), interview guidance and bias reduction guides, a structured debrief guide, eight candidate communication templates covering the full offer-to-start sequence, and both the 30-60-90 Day Plan and the HR-side onboarding checklist.
Also includes the Recruiting Metrics Dashboard — an Excel dashboard tracking the full hiring funnel from applications through to hires, with source effectiveness and monthly trend reporting. Together these documents give any growing team a hiring process that is structured, legally defensible, and genuinely capable of finding and retaining the best people.
What's included
– JD Competency Based Guide
– Interview Question Bank (200+ questions)
– Interview Guidance Companion
– Interview Biases Guide
– Interview Debrief Guide
– Interview Scorecards — SE, Product, Sales
– Interview Scorecards — EM, Ops, CS
– Offer & Candidate Communications (8 templates)
– 30-60-90 Day Onboarding Plan
– HR Onboarding Plan
– Recruiting Metrics Dashboard (Excel)
– 11 documents total
FAQs
Q What does 'Kit+' mean?
The '+' indicates that this bundle includes a relevant analytics dashboard alongside the core documents — in this case, the Recruiting Metrics Dashboard (Excel). This distinguishes it from a basic document bundle and reflects the added capability the dashboard provides: tracking the hiring process in numbers (funnel conversion, time to fill, source effectiveness, offer acceptance rate) as well as running it through the documented process. The Kit+ format applies to Hiring & Onboarding, Performance Management, and People Strategy bundles.
Q Does this kit give me everything I need to run a professional hiring process?
Yes — from the first job description through to the new hire's first 90 days. The kit covers every stage: writing the job description (competency-based JD guide), building the interview process (question bank, scorecards for six role types, guidance companion, biases guide, debrief guide), managing the offer and pre-start sequence (eight candidate communication templates), and structuring the first 90 days (30-60-90 Day Plan and HR Onboarding Plan). The Recruiting Metrics Dashboard then gives you the data to measure how well the process is working and where to improve it.
Q I only need to hire for one specific role — do I still need the full kit?
If you need to hire for one role right now, the relevant individual documents (a scorecard set, the question bank, and the offer templates) may be sufficient. If you are building a repeatable hiring process — one you will use for multiple roles over time — the kit is the more efficient purchase because every stage of the process is covered and the documents are designed to work together. The saving versus buying the eleven documents and dashboard individually is approximately $95.
Q Do the scorecards cover the roles I am hiring for?
The kit includes six role-specific scorecards across two sets: Software Engineer, Product Manager, and Sales (first set), and Engineering Manager, Operations/Clinical Ops, and Customer Success (second set). These cover the most common hiring scenarios for tech and health tech companies. All scorecards are fully editable, so they can be adapted for roles not explicitly covered — the structure, scoring scale, and evidence documentation approach works for any function.
Q How does the HR Onboarding Plan differ from the 30-60-90 Day Plan?
The 30-60-90 Day Plan is the new hire's roadmap — it gives the employee their structured milestones, learning objectives, and check-in points for the first 90 days. The HR Onboarding Plan is the HR and manager-side operational checklist — covering what needs to happen before the start date (IT setup, contract, system access), on day one (logistics, introductions, documentation), through the first week, and at the 30, 60, and 90-day review points. Both documents are included in the kit and are designed to run in parallel.
Most hiring processes are held together by instinct and improvisation. This kit gives growing businesses and HR teams the complete documented infrastructure for a professional, consistent, bias-reduced hiring and onboarding process — from writing the job description through to the new hire's first 90 days.
Ten documents covering every stage: the competency-based JD guide, a 200+ question interview bank across 17 competency categories, six role-specific interview scorecards (Software Engineer, Product Manager, Sales, Engineering Manager, Operations/Clinical Ops, Customer Success), interview guidance and bias reduction guides, a structured debrief guide, eight candidate communication templates covering the full offer-to-start sequence, and both the 30-60-90 Day Plan and the HR-side onboarding checklist.
Also includes the Recruiting Metrics Dashboard — an Excel dashboard tracking the full hiring funnel from applications through to hires, with source effectiveness and monthly trend reporting. Together these documents give any growing team a hiring process that is structured, legally defensible, and genuinely capable of finding and retaining the best people.
What's included
– JD Competency Based Guide
– Interview Question Bank (200+ questions)
– Interview Guidance Companion
– Interview Biases Guide
– Interview Debrief Guide
– Interview Scorecards — SE, Product, Sales
– Interview Scorecards — EM, Ops, CS
– Offer & Candidate Communications (8 templates)
– 30-60-90 Day Onboarding Plan
– HR Onboarding Plan
– Recruiting Metrics Dashboard (Excel)
– 11 documents total
FAQs
Q What does 'Kit+' mean?
The '+' indicates that this bundle includes a relevant analytics dashboard alongside the core documents — in this case, the Recruiting Metrics Dashboard (Excel). This distinguishes it from a basic document bundle and reflects the added capability the dashboard provides: tracking the hiring process in numbers (funnel conversion, time to fill, source effectiveness, offer acceptance rate) as well as running it through the documented process. The Kit+ format applies to Hiring & Onboarding, Performance Management, and People Strategy bundles.
Q Does this kit give me everything I need to run a professional hiring process?
Yes — from the first job description through to the new hire's first 90 days. The kit covers every stage: writing the job description (competency-based JD guide), building the interview process (question bank, scorecards for six role types, guidance companion, biases guide, debrief guide), managing the offer and pre-start sequence (eight candidate communication templates), and structuring the first 90 days (30-60-90 Day Plan and HR Onboarding Plan). The Recruiting Metrics Dashboard then gives you the data to measure how well the process is working and where to improve it.
Q I only need to hire for one specific role — do I still need the full kit?
If you need to hire for one role right now, the relevant individual documents (a scorecard set, the question bank, and the offer templates) may be sufficient. If you are building a repeatable hiring process — one you will use for multiple roles over time — the kit is the more efficient purchase because every stage of the process is covered and the documents are designed to work together. The saving versus buying the eleven documents and dashboard individually is approximately $95.
Q Do the scorecards cover the roles I am hiring for?
The kit includes six role-specific scorecards across two sets: Software Engineer, Product Manager, and Sales (first set), and Engineering Manager, Operations/Clinical Ops, and Customer Success (second set). These cover the most common hiring scenarios for tech and health tech companies. All scorecards are fully editable, so they can be adapted for roles not explicitly covered — the structure, scoring scale, and evidence documentation approach works for any function.
Q How does the HR Onboarding Plan differ from the 30-60-90 Day Plan?
The 30-60-90 Day Plan is the new hire's roadmap — it gives the employee their structured milestones, learning objectives, and check-in points for the first 90 days. The HR Onboarding Plan is the HR and manager-side operational checklist — covering what needs to happen before the start date (IT setup, contract, system access), on day one (logistics, introductions, documentation), through the first week, and at the 30, 60, and 90-day review points. Both documents are included in the kit and are designed to run in parallel.
