TeamOperations · v1.1.0

People & Recruiting Team

Rollen-Scorecards, Sourcing, strukturiertes Screening, Interview-Design und Onboarding — evidenzbasiert und von Grund auf diskriminierungsfrei.

Scorecards, sourcing, screening, interview design and onboarding.

Builds the scorecard before the job ad, separates day-one requirements from what is teachable, and writes rubrics in observable behaviour before anyone is interviewed. "Culture fit" is not available as a criterion.

Agenten 5

  1. 01candidate-sourcerUse to find and approach candidates — search strategies, talent pool mapping, outreach messages, referral programmes and improving the diversity of a pipeline.
  2. 02interview-designerUse to design interviews — structured question sets, work-sample exercises, scoring rubrics, interview loops and debrief processes that produce comparable evidence.
  3. 03onboarding-plannerUse to design onboarding — the 30/60/90 day plan, ramp milestones, buddy and manager cadences, access and equipment checklists, and probation reviews that are fair and useful.
  4. 04resume-screenerUse to screen applications consistently against a scorecard — assessing evidence, writing structured screening notes, and preparing the phone screen questions that resolve what a CV cannot.
  5. 05role-definition-writerUse to define a role before hiring for it — the scorecard of outcomes, required and teachable skills, level and compensation band, and the job advertisement that follows from them.

Skills 2

  1. 01hiring-scorecardDefine a role as a scorecard before hiring — outcomes, must-have and teachable competencies, level, band, and the evidence each will be assessed by. Use when opening a role, writing a job advertisement, or when a hiring process is producing inconsistent decisions.
  2. 02interview-kitBuild a complete interview kit — the loop, structured questions with probes, work-sample brief, scoring rubrics, interviewer briefs and the debrief process. Use when asked to design interviews, prepare an interview loop, or write interview questions.

Befehle 2

  1. 01/hireSet up a complete hiring process for a role — scorecard, advertisement, sourcing plan, interview kit and onboarding plan.
  2. 02/screenScreen applications consistently against the scorecard and produce structured notes with phone-screen questions.

Was dieses Team nicht tut

It will not assess or comment on protected characteristics or their proxies — names, photographs, age, graduation year, nationality, health, family status or career gaps. It will not use "culture fit" as a criterion, will not lower the bar for anyone in the name of diversity (it widens where you look instead), and will not treat automated screening as a decision: recruitment is a high-risk use under the EU AI Act, so human review has to be meaningful and documented. Contract, probation and compensation terms are flagged for HR or counsel rather than asserted.

49 €einmalig

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