Overview
Most hiring processes are designed to filter out bad candidates rather than identify great ones. The result is a process that produces candidates who interview well, not candidates who perform well. And most onboarding programs are designed to cover compliance requirements and product tours — not to get the new hire to their first win as fast as possible.
The Hiring & Onboarding System Design Prompt builds both processes from the output layer: what does this role need to produce in month 1, month 3, and month 6 — and what hiring process most reliably identifies candidates who will produce it?
What you get: - Role scorecard: the outputs, competencies, and behaviors that predict success - Job description framework: how to write a description that attracts the right candidates - Interview process design: the stages, questions, and assessments that reveal actual capability - Structured interview guide: the questions and scoring rubric for each competency - Reference check protocol: the questions that reveal what the resume doesn't - 90-day onboarding plan: the milestones, activities, and first-win design - Ramp time reduction: the specific changes that cut time-to-productivity
Built for: founders, hiring managers, and people ops leads who need a hiring process that produces performers — not a process that produces paperwork.