Templates For teams
Hiring pipeline template.
Most small teams hire a few times a year, and candidates get lost in email threads between interviews. Make one board per role: add each candidate as a card in Applied and move it right as they go through. The starter tasks sit in the stage where they come up, dated for a hire about six weeks out, and the role brief and interview scorecard are ready to fill in.
Free on Workel's free plan. For small teams hiring a few times a year, without a recruiter or a hiring tool.
The board. 5 columns, 13 tasks to start with.
Due dates count from the day you add the template, so the first week's work is already on your calendar.
Write the role brief
In 2 daysHigh priority
Agree the salary range
In 3 daysHigh priority
Set up the interview scorecard
In 5 daysMedium priority
Post the job and share it with your network
In 7 daysHigh priority
Screen the first applicants
In 2 weeksMedium priority
Book short calls with the shortlist
In 2 weeksMedium priority
Reply to everyone you're not moving forward
In 3 weeksLow priority
Schedule interviews with the panel
In 3 weeksMedium priority
Fill in a scorecard after each interview
In 4 weeksMedium priority
Meet to choose who gets the offer
In 4 weeksHigh priority
Check references
In 5 weeksHigh priority
Send the written offer
In 5 weeksUrgent priority
Plan their first day
In 6 weeksMedium priority
- Nothing here yet
What else is inside. Docs and a chat, next to the board.
Doc
Role brief
Write this before you post the job, and share it with everyone on the interview panel so you're all hiring for the same person.
What the role does
Two or three lines on why the role exists and what changes once someone is in it.
- What they'll own from the first month
- Who they'll work with most
- What a good first six months looks like
Must-haves
- Skills or experience they can't do the job without
- Keep this list short: three to five things
Nice-to-haves
- Things that would help but you could teach
Pay and terms
| Terms | Details |
|---|---|
| Salary range | |
| Hours | |
| Where they'll work | |
| Start date |
Interview steps
- Screening call, 20 minutes
- Interview with the hiring manager
- Panel interview or a short work sample
- References, then the offer
Doc
Interview scorecard
Fill one in for each candidate straight after the interview, before you compare notes with the panel. Rate each line from 1 (no evidence) to 4 (strong evidence), and write down what they said or did.
| Criteria | Rating | Notes |
|---|---|---|
| Skills for the role | ||
| Relevant experience | ||
| Problem solving | ||
| Communication | ||
| How they work with others | ||
| Motivation for this role |
Overall
- Hire, or not, and why in one line
- Anything to follow up in the next round
Project chat
Hiring pipeline
Interview times and quick questions about candidates, kept out of email. Everyone you add to the project is in it.