The seven steps
| Step | Output | Time |
|---|---|---|
| 1. Define the role | Three outcomes for the first six months, the level, the salary range | 1 hour |
| 2. Write the brief | Must-haves, either/or profiles, bonuses | 30 minutes |
| 3. Publish | Job post on the careers page, shared by the team, sent to ten people who know good candidates | Day 1 |
| 4. Screen | Every applicant answered within two working days | Ongoing |
| 5. Interview | Intro call (30 min), skills interview (60–90 min), onsite or final round (half a day) | 2–3 weeks |
| 6. Debrief | Scorecards compared, decision made in one meeting | Within 24 hours of the onsite |
| 7. Offer | A call, then the written offer the same day | Within 48 hours |
What matters in each step
Define the role by outcomes
"In six months this person has shipped the billing system and owns on-call for it" is a role. "Five years of backend experience" is a guess about who could do it. Publish the salary range; it saves everyone time and is required in a growing number of places.
Screen fast
The best candidates are off the market within weeks. Read or score every application within two working days and answer everyone, including the people you reject. See how to write a screening brief.
Three interview stages, each with a purpose
The intro call checks motivation and basics. The skills interview tests the work itself, ideally on a realistic task. The final round tests how the person works with the team. Tell candidates the whole process on the first call. See interview scorecards.
Decide once
Everyone submits a scorecard before the debrief. The meeting ends with hire, reject, or one named question with an owner. See how to run an interview debrief for a 30-minute agenda.
Offer by phone
Call first, say why you want them, then send the written offer the same day. Reject the other finalists personally: rejection email templates.
Numbers to watch
- Time to first reply: under two working days.
- Time in each stage: a stage where candidates wait a week is where you lose them.
- Source of candidates who reach the final round: tells you where to spend effort next time.
- Offer acceptance: if it is low, the problem is usually speed, salary or how the role was described.
Terms such as pass-through rate, time to hire and debrief are defined in the recruiting glossary.
The same process in Evander
Describe the role in one sentence and Evander drafts the post, the stages and the scorecards. Every applicant is scored against your brief; booking links schedule interviews against your calendar; an automation chases missing scorecards; reports show the funnel, the sources and the time to hire. You can run all of it from the web app or from Claude or ChatGPT.
Questions
What are the steps of a hiring process?
Define the role by outcomes, write a screening brief, publish and ask for referrals, screen every applicant, interview in stages, decide in a debrief with written scorecards, and make the offer.
How long should a startup hiring process take?
Three to four weeks from first contact to offer is a good target: replies within two working days, three interview stages over two to three weeks, a debrief within 24 hours of the final round and an offer within 48 hours.
How many interview rounds should a startup have?
Three is enough for most roles: a 30-minute intro call, a 60–90 minute skills interview and a final round of about half a day with the team.
Does a startup need a recruiter to hire?
Not for the first hires. Founders and hiring managers can run a consistent process with an applicant tracking system that screens applicants, schedules interviews and sends reminders. A recruiter helps once several roles are open at the same time.