{"product_id":"the-hire-recruitment-os-brain","title":"THE HIRE — Recruitment OS Brain","description":"\u003cstyle\u003e\n.pl{--ink:#17141c;--ln:rgba(0,0,0,.09);--sg:#ff5a2b;--vi:#7c6cf0;--tl:#2f736a;--mut:#6b6577;font-family:'Instrument Sans',-apple-system,BlinkMacSystemFont,'Segoe UI',sans-serif;color:var(--ink);line-height:1.6;max-width:100%}\n.pl *{box-sizing:border-box}\n.pl h2,.pl h3{font-family:'Space Grotesk',-apple-system,sans-serif;letter-spacing:-.02em;line-height:1.15;margin:0}\n.pl-hero{border:1px solid var(--ln);border-radius:16px;padding:26px;background:linear-gradient(160deg,#fbf9f5,#fff);margin-bottom:22px}\n.pl-eng{display:inline-flex;align-items:center;gap:7px;font-family:ui-monospace,monospace;font-size:11px;letter-spacing:.12em;text-transform:uppercase;color:var(--sg);border:1px solid rgba(255,90,43,.35);border-radius:999px;padding:5px 12px;margin-bottom:14px}\n.pl-hero h2{font-size:27px;margin-bottom:8px}\n.pl-lead{font-size:16.5px;color:#3b3646;margin:0}\n.pl-eb{border-left:3px solid var(--sg);background:#fff6f2;border-radius:0 10px 10px 0;padding:14px 18px;margin:18px 0 0}\n.pl-eb b{display:block;font-family:ui-monospace,monospace;font-size:11px;letter-spacing:.1em;text-transform:uppercase;color:var(--sg);margin-bottom:5px}\n.pl-eb p{margin:0;font-size:15px}\n.pl-say{border:1px solid var(--ln);border-radius:14px;padding:20px 22px;margin-bottom:22px;background:#fff}\n.pl-say h3{font-size:15px;margin-bottom:12px}\n.pl-r{display:flex;align-items:flex-start;gap:12px;padding:10px 0;border-top:1px solid var(--ln)}\n.pl-r:first-of-type{border-top:0}\n.pl-q{flex:1;font-size:14.5px;color:#3b3646;font-style:italic}\n.pl-a{font-family:ui-monospace,monospace;font-size:12px;color:var(--tl);background:rgba(47,115,106,.08);border-radius:6px;padding:4px 9px;white-space:nowrap}\n.pl-sec{font-family:ui-monospace,monospace;font-size:11px;letter-spacing:.12em;text-transform:uppercase;color:var(--mut);margin:0 0 12px}\n.pl-grid{display:grid;grid-template-columns:1fr 1fr;gap:10px;margin-bottom:22px}\n.pl-s{border:1px solid var(--ln);border-radius:11px;padding:13px 15px;background:#fff}\n.pl-s b{display:block;font-family:'Space Grotesk',sans-serif;font-size:14.5px;margin-bottom:3px}\n.pl-s span{font-size:13px;color:var(--mut)}\n.pl-n{font-family:ui-monospace,monospace;font-size:11px;color:var(--sg);margin-right:7px}\n.pl-ch{border:1px solid var(--ln);border-radius:14px;padding:20px 22px;margin-bottom:22px;background:#faf9fc}\n.pl-ch-t{font-family:'Space Grotesk',sans-serif;font-weight:700;font-size:15px;margin-bottom:14px}\n.pl-ch-g{display:grid;grid-template-columns:repeat(4,1fr);gap:9px}\n.pl-c{display:flex;gap:9px;align-items:flex-start;background:#fff;border:1px solid var(--ln);border-radius:9px;padding:10px 11px}\n.pl-c b{font-family:ui-monospace,monospace;font-size:11px;color:var(--vi);flex:none}\n.pl-c span{font-size:12.5px;font-weight:600;line-height:1.3}\n.pl-c i{display:block;font-style:normal;font-weight:400;font-size:11.5px;color:var(--mut);margin-top:2px}\n.pl-gates{border:1px solid rgba(255,90,43,.3);border-radius:14px;padding:20px 22px;margin-bottom:22px;background:#fff8f5}\n.pl-gates h3{font-size:15px;margin-bottom:11px}\n.pl-gates ul{margin:0;padding-left:17px}\n.pl-gates li{font-size:14.5px;margin-bottom:6px}\n.pl-foot{border-top:1px solid var(--ln);padding-top:16px;font-size:13.5px;color:var(--mut)}\n@media(max-width:640px){.pl-grid,.pl-ch-g{grid-template-columns:1fr}.pl-hero h2{font-size:22px}}\n\u003c\/style\u003e\n\u003cdiv class=\"pl\"\u003e\n\u003cdiv class=\"pl-hero\"\u003e\n\u003cspan class=\"pl-eng\"\u003e◆ Scorecard \u0026amp; evidence trail engine\u003c\/span\u003e\u003ch2\u003eTHE HIRE — Recruitment OS Brain\u003c\/h2\u003e\n\u003cp class=\"pl-lead\"\u003eFor 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.\u003c\/p\u003e\n\u003cdiv class=\"pl-eb\"\u003e\n\u003cb\u003eWhat makes it different\u003c\/b\u003e\u003cp\u003eAlmost 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.\u003c\/p\u003e\n\u003c\/div\u003e\n\u003c\/div\u003e\n\u003cdiv class=\"pl-say\"\u003e\n\u003ch3\u003eSay it in plain words — it works out the rest\u003c\/h3\u003e\n\u003cdiv class=\"pl-r\"\u003e\n\u003cspan class=\"pl-q\"\u003e\"I need to hire an ops manager\"\u003c\/span\u003e\u003cspan class=\"pl-a\"\u003e→ full pipeline, gates on\u003c\/span\u003e\n\u003c\/div\u003e\n\u003cdiv class=\"pl-r\"\u003e\n\u003cspan class=\"pl-q\"\u003e\"Here are 40 applications\"\u003c\/span\u003e\u003cspan class=\"pl-a\"\u003e→ 04 · sifted against the scorecard\u003c\/span\u003e\n\u003c\/div\u003e\n\u003cdiv class=\"pl-r\"\u003e\n\u003cspan class=\"pl-q\"\u003e\"What should I actually ask?\"\u003c\/span\u003e\u003cspan class=\"pl-a\"\u003e→ 05 · structured, with follow-ups\u003c\/span\u003e\n\u003c\/div\u003e\n\u003cdiv class=\"pl-r\"\u003e\n\u003cspan class=\"pl-q\"\u003e\"Three finalists, help me choose\"\u003c\/span\u003e\u003cspan class=\"pl-a\"\u003e→ 09 · against the bar, not each other\u003c\/span\u003e\n\u003c\/div\u003e\n\u003cdiv class=\"pl-r\"\u003e\n\u003cspan class=\"pl-q\"\u003e\"I liked them but I can't say why\"\u003c\/span\u003e\u003cspan class=\"pl-a\"\u003e→ 09 · and it will tell you plainly\u003c\/span\u003e\n\u003c\/div\u003e\n\u003c\/div\u003e\n\u003cp class=\"pl-sec\"\u003eInside · orchestrator + 10 specialists\u003c\/p\u003e\n\u003cdiv class=\"pl-grid\"\u003e\n\u003cdiv class=\"pl-s\"\u003e\n\u003cb\u003e\u003cspan class=\"pl-n\"\u003e01\u003c\/span\u003eRole Case\u003c\/b\u003e\u003cspan\u003eWhy this role exists — and whether to hire at all\u003c\/span\u003e\n\u003c\/div\u003e\n\u003cdiv class=\"pl-s\"\u003e\n\u003cb\u003e\u003cspan class=\"pl-n\"\u003e02\u003c\/span\u003eScorecard\u003c\/b\u003e\u003cspan\u003eWhat good looks like, weighted, in writing\u003c\/span\u003e\n\u003c\/div\u003e\n\u003cdiv class=\"pl-s\"\u003e\n\u003cb\u003e\u003cspan class=\"pl-n\"\u003e03\u003c\/span\u003eAd \u0026amp; Sourcing\u003c\/b\u003e\u003cspan\u003eAttracts the right people, repels the wrong\u003c\/span\u003e\n\u003c\/div\u003e\n\u003cdiv class=\"pl-s\"\u003e\n\u003cb\u003e\u003cspan class=\"pl-n\"\u003e04\u003c\/span\u003eScreen Filter\u003c\/b\u003e\u003cspan\u003eSifting without losing the good ones\u003c\/span\u003e\n\u003c\/div\u003e\n\u003cdiv class=\"pl-s\"\u003e\n\u003cb\u003e\u003cspan class=\"pl-n\"\u003e05\u003c\/span\u003eQuestion Bank\u003c\/b\u003e\u003cspan\u003eStructured questions, and what answers mean\u003c\/span\u003e\n\u003c\/div\u003e\n\u003cdiv class=\"pl-s\"\u003e\n\u003cb\u003e\u003cspan class=\"pl-n\"\u003e06\u003c\/span\u003eWork Sample\u003c\/b\u003e\u003cspan\u003eThe exercise that predicts performance\u003c\/span\u003e\n\u003c\/div\u003e\n\u003cdiv class=\"pl-s\"\u003e\n\u003cb\u003e\u003cspan class=\"pl-n\"\u003e07\u003c\/span\u003eInterview Run\u003c\/b\u003e\u003cspan\u003eRunning it, and the traps in the room\u003c\/span\u003e\n\u003c\/div\u003e\n\u003cdiv class=\"pl-s\"\u003e\n\u003cb\u003e\u003cspan class=\"pl-n\"\u003e08\u003c\/span\u003eReference Check\u003c\/b\u003e\u003cspan\u003eThe call that isn't a formality\u003c\/span\u003e\n\u003c\/div\u003e\n\u003cdiv class=\"pl-s\"\u003e\n\u003cb\u003e\u003cspan class=\"pl-n\"\u003e09\u003c\/span\u003eDecision \u0026amp; Offer\u003c\/b\u003e\u003cspan\u003eScoring, comparing, deciding, closing\u003c\/span\u003e\n\u003c\/div\u003e\n\u003cdiv class=\"pl-s\"\u003e\n\u003cb\u003e\u003cspan class=\"pl-n\"\u003e10\u003c\/span\u003eHiring Ledger\u003c\/b\u003e\u003cspan\u003eEvery candidate, every score, carried\u003c\/span\u003e\n\u003c\/div\u003e\n\u003c\/div\u003e\n\u003cdiv class=\"pl-gates\"\u003e\n\u003ch3\u003eWhere it refuses to skip ahead\u003c\/h3\u003e\n\u003cul\u003e\n\u003cli\u003e\n\u003cb\u003eNo candidate before the scorecard\u003c\/b\u003e — once you've met someone charming you can't un-meet them, and the criteria bend without you noticing.\u003c\/li\u003e\n\u003cli\u003e\n\u003cb\u003eNo rating without evidence\u003c\/b\u003e — \"good culture fit\" is not evidence. It's the most common cover for hiring people similar to yourself.\u003c\/li\u003e\n\u003cli\u003e\n\u003cb\u003eSame process for every candidate\u003c\/b\u003e — comparison across differently-run interviews isn't comparison. Consistency is also your strongest defence if a decision is challenged.\u003c\/li\u003e\n\u003cli\u003e\n\u003cb\u003eNothing outside the job\u003c\/b\u003e — no questions or notes touching protected characteristics. Ask about the work, not the person's life.\u003c\/li\u003e\n\u003c\/ul\u003e\n\u003c\/div\u003e\n\u003cdiv class=\"pl-ch\"\u003e\n  \u003cdiv class=\"pl-ch-t\"\u003eWorks in all 7 channels\u003c\/div\u003e\n  \u003cdiv class=\"pl-ch-g\"\u003e\n    \u003cdiv class=\"pl-c\"\u003e\n\u003cb\u003e1\u003c\/b\u003e\u003cspan\u003eAny chat\u003ci\u003eupload the zip\u003c\/i\u003e\u003c\/span\u003e\n\u003c\/div\u003e\n    \u003cdiv class=\"pl-c\"\u003e\n\u003cb\u003e2\u003c\/b\u003e\u003cspan\u003eClaude Projects\u003ci\u003eadd as knowledge\u003c\/i\u003e\u003c\/span\u003e\n\u003c\/div\u003e\n    \u003cdiv class=\"pl-c\"\u003e\n\u003cb\u003e3\u003c\/b\u003e\u003cspan\u003eChatGPT \/ GPTs\u003ci\u003eknowledge files\u003c\/i\u003e\u003c\/span\u003e\n\u003c\/div\u003e\n    \u003cdiv class=\"pl-c\"\u003e\n\u003cb\u003e4\u003c\/b\u003e\u003cspan\u003eGemini Gems\u003ci\u003eknowledge files\u003c\/i\u003e\u003c\/span\u003e\n\u003c\/div\u003e\n    \u003cdiv class=\"pl-c\"\u003e\n\u003cb\u003e5\u003c\/b\u003e\u003cspan\u003eClaude Code\u003ci\u003eskills folder\u003c\/i\u003e\u003c\/span\u003e\n\u003c\/div\u003e\n    \u003cdiv class=\"pl-c\"\u003e\n\u003cb\u003e6\u003c\/b\u003e\u003cspan\u003eAgent frameworks\u003ci\u003esystem instruction\u003c\/i\u003e\u003c\/span\u003e\n\u003c\/div\u003e\n    \u003cdiv class=\"pl-c\"\u003e\n\u003cb\u003e7\u003c\/b\u003e\u003cspan\u003ePaste-only\u003ci\u003edegrades gracefully\u003c\/i\u003e\u003c\/span\u003e\n\u003c\/div\u003e\n  \u003c\/div\u003e\n\u003c\/div\u003e\n\u003cdiv class=\"pl-foot\"\u003eA 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.\u003c\/div\u003e\n\u003c\/div\u003e","brand":"PromptLeadz","offers":[{"title":"Default Title","offer_id":53305016713483,"sku":"OS-HIRE-18","price":99.0,"currency_code":"USD","in_stock":true}],"thumbnail_url":"\/\/cdn.shopify.com\/s\/files\/1\/0928\/7932\/3403\/files\/wbGZOYYz.png?v=1786959087","url":"https:\/\/promptleadz.com\/fr\/products\/the-hire-recruitment-os-brain","provider":"Prompt Leadz","version":"1.0","type":"link"}