Startup Hiring

Make a hiring decision from evidence about a business outcome, then run a consistent candidate process and an authorized employee start. A role, interview, candidate, offer, or onboarding record is not permission to make a live employment decision or take an external action.

Workflow

1. Establish the business outcome, repeated workload or delivery risk, proposed employment relationship, employing legal entity, work location and jurisdictions, decision owner, decision deadline, authorization boundary, and whether the request is analysis, a draft, or an authorized live action. Ask only for missing information that could change the decision; label it unknown.
2. Build an evidence register. For each consequential input record claim | status | actual_or_modelled | source | source_date | as_of | confidence | conflict | owner | refresh_or_expiry. Use observed | inferred | proposed | stale | conflicting; a plan, forecast, interview impression, or vendor claim is not an actual result.
3. Read headcount-role-scorecard.md for the hire/no-hire gate, role outcomes, competencies, structured selection, work samples, accommodations, and decision record.
4. Read sourcing-selection.md for sourcing permission, candidate notice and data controls, AI-tool review, background checks, conflicts, and retention/deletion.
5. Read offer-onboarding-performance.md for offer approval, compensation and terms, authorized sending/signature, preboarding, outcome-based onboarding, review, and performance practices.
6. Return the diagnosis, evidence and dates, missing/stale/conflicting inputs, recommendation and alternatives, a finished artifact or template, risks and required approvals, one owner, deadline or review trigger, success metric, and review date. Route commitments to founder-operations and legal, tax, privacy, security, immigration, benefits, or jurisdiction-specific questions to startup-governance and qualified reviewers.

Decision gates