Hiring Plan Checklist
Make a hiring plan checklist: work out which roles you need, cost and approve them, set a fair process, source candidates and track progress to start dates.
- Free
- No sign-up to try
- Works as you type
5 stages, 19 steps
1. Needs
- List the goals the team must deliver in the period
- Compare the goals with the team's current skills and capacity
- Decide which gaps need a hire and which need training or contractors
- Rank the roles by impact and urgency
2. Budget and approval
- Estimate the full cost of each role, not just the salary
- Agree the pay range for each role
- Get the headcount approved
- Set a target start date for each role
3. Roles and process
- Name the hiring manager for each role
- Write a job description with a short list of must-haves
- Define the interview stages and who runs each
- Write the questions and scoring criteria for each stage
4. Sourcing
- Choose channels: job boards, referrals, recruiters, communities
- Brief interviewers on the role and how to score
- Set targets for applicants, interviews and time to hire
5. Track and onboard
- Review the pipeline for each role every week
- Give every candidate a decision promptly
- Plan onboarding before each start date
- Revisit the plan every quarter as the business changes
Free, no sign-up to try. Your checklist becomes a Room you can edit, publish and share.
How it works
How the Hiring Plan Checklist works
- 1
Pick the stages
Keep the stages you need and name an owner for each.
- 2
Add your own steps
Add steps specific to your team or product.
- 3
Share the checklist
Create a Room everyone ticks off together from one link.
Worked example
What it makes
1. Needs
Hire for the goals, not for the org chart.
- List the goals the team must deliver in the period
- Compare the goals with the team's current skills and capacity
- Decide which gaps need a hire and which need training or contractors
- Rank the roles by impact and urgency
2. Budget and approval
Every role is costed, approved and has a start date.
- Estimate the full cost of each role, not just the salary
- Agree the pay range for each role
- Get the headcount approved
- Set a target start date for each role
3. Roles and process
Each role has a clear description and a fair process.
- Name the hiring manager for each role
- Write a job description with a short list of must-haves
- Define the interview stages and who runs each
- Write the questions and scoring criteria for each stage
4. Sourcing
Enough of the right candidates apply.
- Choose channels: job boards, referrals, recruiters, communities
- Brief interviewers on the role and how to score
- Set targets for applicants, interviews and time to hire
5. Track and onboard
Keep the plan moving and new hires ready to start.
- Review the pipeline for each role every week
- Give every candidate a decision promptly
- Plan onboarding before each start date
- Revisit the plan every quarter as the business changes
Who it's for
Who uses it
Founders
Plan the year's hires against what the business needs.
Hiring managers
Get a role approved and the process agreed before posting.
Recruiters
Agree the plan and targets with each hiring manager.
Good to know
What to consider
- A step-by-step checklist for producing and running the plan; keep role costs in a spreadsheet.
- Employment rules vary by country: check pay, contracts and interview practice locally.
Questions
About the Hiring Plan Checklist
Does it calculate hiring costs?
No. It reminds you to cost each role fully. Keep the numbers in your own spreadsheet or budget tool.
Where do the steps come from?
From a step library written and reviewed by people, not generated per visitor. Pick the stages you need, name an owner for each and add your own steps.
Make your checklist now
Free, no sign-up to try. It becomes a Room you can edit, publish and share.
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