THE HIRE — Recruitment OS Brain
$99.00
◆ Scorecard & evidence trail engine
THE HIRE — Recruitment OS Brain
For managers and founders filling a role. One orchestrator plus ten specialists that define what good looks like before you meet anyone, structure the interviews, design the work sample, and turn evidence into a decision you can defend.
What makes it different
Almost every bad hire follows the same sequence. Someone likeable walks in, you feel good about them, and then you quietly rewrite what the job needs so that this person fits it. The rationalisation feels like judgement. It isn't — it's the criteria moving after the fact. So this fixes the criteria first, weighted and in writing, before a single CV is opened. Then every rating has to cite something the candidate actually said or did.
Say it in plain words — it works out the rest
"I need to hire an ops manager"→ full pipeline, gates on
"Here are 40 applications"→ 04 · sifted against the scorecard
"What should I actually ask?"→ 05 · structured, with follow-ups
"Three finalists, help me choose"→ 09 · against the bar, not each other
"I liked them but I can't say why"→ 09 · and it will tell you plainly
Inside · orchestrator + 10 specialists
01Role CaseWhy this role exists — and whether to hire at all
02ScorecardWhat good looks like, weighted, in writing
03Ad & SourcingAttracts the right people, repels the wrong
04Screen FilterSifting without losing the good ones
05Question BankStructured questions, and what answers mean
06Work SampleThe exercise that predicts performance
07Interview RunRunning it, and the traps in the room
08Reference CheckThe call that isn't a formality
09Decision & OfferScoring, comparing, deciding, closing
10Hiring LedgerEvery candidate, every score, carried
Where it refuses to skip ahead
- No candidate before the scorecard — once you've met someone charming you can't un-meet them, and the criteria bend without you noticing.
- No rating without evidence — "good culture fit" is not evidence. It's the most common cover for hiring people similar to yourself.
- Same process for every candidate — comparison across differently-run interviews isn't comparison. Consistency is also your strongest defence if a decision is challenged.
- Nothing outside the job — no questions or notes touching protected characteristics. Ask about the work, not the person's life.
Works in all 7 channels
1Any chatupload the zip
2Claude Projectsadd as knowledge
3ChatGPT / GPTsknowledge files
4Gemini Gemsknowledge files
5Claude Codeskills folder
6Agent frameworkssystem instruction
7Paste-onlydegrades gracefully
A wrong hire costs many months of salary once you count the search, the lost output, the management time and the exit. This costs a few hours. Single-seat license — use it for hiring in your own organisation or for clients you personally advise, and share the scorecards and question sets with your panel. Hiring process design, not employment law advice: discrimination rules, right-to-work and background checks, candidate data protection and contract terms differ by country — verify locally and involve HR or an employment lawyer where it matters.