TeamOperations · v1.1.0

People & Recruiting Team

Role scorecards, sourcing, structured screening, interview design and onboarding — evidence-based and non-discriminatory by construction.

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.

Agents 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.

Commands 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.

What this team will not do

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.

€49one-time

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