Appendix E. Template Library
Appendix E is the canonical place for templates. The chapters keep the explanations and references, while the working forms are collected here.
One-page hiring plan
| Field | Complete |
|---|---|
| Role | Title and level |
| Business outcome | What should change within 90 days |
| Mandatory criteria | 3–5 verifiable criteria |
| Learnable gaps | What can be closed after start date |
| Stages | Minimum funnel and the objective of each stage |
| SLA | Feedback deadline and owner |
| Decision rule | When to advance / pause / decline / offer |
Funnel stage map
| Field | Complete |
|---|---|
| Stage | Stage name |
| Stage objective | What new signal or decision appears |
| Input | What must be ready before entry |
| Output | Which decision outcomes are allowed |
| Owner | Who is responsible for progression |
| SLA | Action or feedback deadline |
| Reasons | Which rejection reasons are allowed at this stage |
Screening summary
| Block | What to record |
|---|---|
| Candidate context | Current role, scale, relevant experience |
| Criteria | Facts for 3–5 mandatory criteria |
| Motivation | What the candidate seeks and avoids |
| Compensation and availability | Range, timeline, constraints |
| Risks and gaps | What needs further verification |
| Next step | Advance, decline, pause, or clarify |
| Data and consent | What may be stored and shared |
Screening script
Opening: briefly explain the purpose of the call, its duration, and the next step.
Role context: three main tasks, working format, and process stages.
Criteria: 2–3 questions on mandatory requirements.
Motivation: what the next role must include for the move to be meaningful.
Compensation and availability: range, timeline, and parallel processes.
Constraints: conditions that could become blockers.
Closing: promised update date and communication channel.
Interviewer brief
| Field | What to write |
|---|---|
| Interview objective | Which criteria the interviewer is verifying |
| What is already known | Only the facts needed for the interview |
| Questions | Core and follow-up questions |
| What not to verify | Topics outside the role and personal data |
| Notes format | Criterion, fact, confidence, risk |
| SLA | When to submit feedback |
Scorecard
| Criterion | Verification method | Assessment fact | Score 1/3/5 | Confidence | Comment |
|---|---|---|---|---|---|
Debrief agenda
| Step | Question |
|---|---|
| Criteria | Which criteria are confirmed or not confirmed? |
| Facts | Which observations support this? |
| Confidence | Where is the data sufficient and where is it not? |
| Risks | What can be closed through onboarding and what is the threshold? |
| Decision | Advance, pause, decline, offer, or clarify? |
| Communication | Who communicates the decision and when? |
Decision log
| Field | Entry |
|---|---|
| Candidate / role | |
| Decision | Advance / pause / decline / offer |
| Criteria | Which criteria are confirmed or not confirmed |
| Assessment facts | Only verifiable grounds |
| Confidence | High / medium / low and why |
| Risks | What requires verification or onboarding |
| Communication owner | Who communicates the decision and when |
Candidate communication template
Hello, [name].
Thank you for the conversation / stage in the [role] process.
Status: [what is happening now].
Next step: [action, owner, deadline].
If the timing changes, I will write to you by [date].
Offer note
| Field | What to capture |
|---|---|
| Terms | Role, level, compensation, format, start date |
| Rationale | Which criteria are confirmed |
| Risks | Counteroffer, timing, compensation, motivation |
| Approvals | Who must approve the terms |
| Communication | Who speaks with the candidate and when |
| Next step | Reply date or follow-up |
Context handover before start
| Block | What to hand over |
|---|---|
| Role and expectations | What matters in the first 30 days |
| Motivation | Only work-related factors useful to the manager |
| Risks | What was promised to be closed in onboarding |
| Access and documents | Owner and deadline |
| First day | Meetings, buddy, first result |
| Privacy limits | What must not be passed further |
Weekly note
| Block | What to write |
|---|---|
| Key decisions for the week | Which decisions are needed from HM / client / HRD |
| Bottlenecks | Where the process is slowing down and why |
| SLA breaches | Who owns them and what the new deadline is |
| Candidates at risk | Who may fall out of the process |
| Actions | Owner, deadline, verification metric |
One-page hiring business case
| Block | What to write |
|---|---|
| Problem | Which role or bottleneck is hurting the business |
| Data | Which metrics show it |
| Assumptions | Where the estimate is approximate |
| Options | Hire, engage an agency, change the compensation range, or train the team |
| Risk of inaction | What gets worse if nothing is done |
| Validation plan | How to tell in 30/60/90 days whether the decision worked |
AI usage log
| Field | What to record |
|---|---|
| Where AI was used | Summary, questions, analytics, memo, QA |
| Input data | What data was shared and whether it was allowed |
| Human review | Who checked facts, privacy, and tone |
| What changed | Which statements were removed or corrected |
| Can the output be used? | Accept / revise / reject |
