Hiring Process Design
A structured, repeatable hiring funnel from sourcing to offer, so every hiring decision is based on evidence, not gut feel.
The pattern we see over and over
The Structured Hiring Funnel
We install one hiring funnel that runs the same way for every role, from the first job requisition to the signed offer. Each stage has a defined owner, a defined scorecard and a defined exit criteria, so candidates move forward for the same reasons every time.
AI-assisted screening sits inside the funnel to shortlist resumes against the role's must-haves and flag mismatches early, so your hiring managers spend their time on the candidates worth interviewing.
How it works
- 1
Audit the current hiring process
We map every role you hire for and where candidates currently get lost, delayed, or inconsistently evaluated.
- 2
Design the structured funnel
We build the stage-by-stage funnel: sourcing, screening, interviews, offer, with clear owners and timelines at each step.
- 3
Build scorecards and interview guides
Every role gets a scoring rubric and structured interview questions tied to what actually predicts success in that job.
- 4
Set up AI-assisted screening
We configure AI-assisted resume and application screening against your role criteria, integrated with your existing tools where possible.
- 5
Train hiring managers and handover
We run a working session with your hiring managers so the new process is actually used, not left in a folder.
What you get
What affects the cost?
Number of roles covered
A process built for one department looks different from one covering hiring across the whole business.
Number of hiring managers to train
More stakeholders means more alignment work to get everyone using the same scorecard.
Existing ATS integration
Whether AI screening needs to connect into a system you already use, or is set up standalone.
Every engagement is scoped to your business. Book a free call and we will give you a clear scope and proposal, nothing left to guesswork.
Frequently asked questions
Most engagements run 3 to 4 weeks from audit to handover, depending on how many roles and hiring managers are involved.
Yes. We build the process to work with whatever applicant tracking system you already use, or recommend a lightweight setup if you do not have one.
Yes, the funnel structure adapts. Volume roles get faster screening stages, executive roles get deeper structured interview stages.
Ready to fix this?
Book a free discovery call and we will walk you through how this works for your business.