<aside> <img src="/icons/groups_gray.svg" alt="/icons/groups_gray.svg" width="40px" /> The main aim of this recruitment process is to promote a positive candidate experience while ensuring that this in-house process remains repeatable, scalable and fair. Each recruitment process should follow a set cadence, with the only exceptions being newly created roles, senior roles or nuanced/highly complex roles.

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I typically recruit globally for remote roles with the core hiring locations being: the UK, USA, India, Nigeria, Netherlands, Ukraine, South Africa and Romania. There are also some regions that I typically tend to avoid, such as those that are >+/-7 hours from the UK (BST / GMT) - unless the candidate has experience working during UK office hours.

The primary reasons for recruiting may include:

• Expansion of the team
• To replace an existing role
• To develop or evolve a new function or team

My primary recruitment channels are through advertisement and headhunting, this includes a combination of third-party jobs boards, using LinkedIn & jobs boards provided by a company’s primary ATS (applicant tracking system).

Standard Process

A recruitment need is identified, and this will be communicated amongst the department heads and HR/People Operations. During the process, I will establish the following:

1. Type of role required
2. Job spec - using a standard template (exceptions may apply*)
3. Targeted hiring date
4. Number of hires required
5. Hiring process - team involvement, screening materials, practical tests, salary ranges, hiring locations, role level(s), etc.

1. Kick off the recruitment set-up process: this involves setting up and leading a recruitment briefing meeting with the hiring team, drafting the role in the ATS, conducting salary benchmarking research (where necessary), setting up an internal assessment output sheet for evaluating candidates, setting up knowledge articles for the recruitment process, updating the recruitment management board (pipeline stats, hiring team actions, time to hire with corresponding timelines etc.) and most importantly setting up a private Teams/Slack channel, with ringfenced permissions for the hiring teams to discuss process, interviews, candidates etc.

2. Once all of the above has been completed, I’ll publish the role in the ATS and across all job boards and ensure that the role is shared on LinkedIn, notably within our team's networks.

3. Next, I’ll book an initial CV screening call with the hiring team to establish how new CVs will be screened and managed, once agreed, I and/or the relevant teams will pick up CV screening in line with the agreed requirements.

4. I’ll do an initial filter based on general factors i.e. language, location, experience, alignment to the role (e.g. Disqualifying a Cook who has applied for a Product Manager role, with no relevant experience), notice period etc.