Hiring and onboarding
The job post, the screen, the interview plan and the first month, with nothing that is not in the requirements.
Writes the job post, screens applications against it, and drafts the interview plan and the onboarding checklist.
What the person will actually do in their first six months, what they need, what would be nice, and what you offer. Plain language, no rockstars.
One line per requirement, met or not met, with the evidence. Never a name, a photo, a school, an age or a gap in dates.
Four questions per requirement that ask for a real example, and what a strong answer contains.
Onboarding by day for the first week and by week for the first month, with an owner for each item.
Hiring goes wrong when the requirements are vague and the screening is not. The Recruiter writes the post plainly, scores against it only, and says when a requirement would exclude people unfairly.
In a sentence, the way you would say it to a colleague. No prompt-craft, no setup.
The office routes it there. Recruiter works from your brief and the Brain, the notes and numbers of your company.
With what it cost, in the task itself. A draft is a draft you can send, a report is a report you can forward.
Emails, money, public posts: Recruiter proposes, you decide, and the runtime performs it. Never the other way round.
Type any of these the way you would say it. It comes back finished, with what it cost.
These are in its brief and enforced by the runtime, not left to good behaviour.
Emails LeadInbox and correspondence
Sales LeadPipeline and proposals
Marketing LeadContent and campaigns
Operations LeadProcess, compliance and reporting
Accounting LeadInvoicing, payables and reconciliation
Delivery LeadProjects end to end
Support AgentCustomer replies and FAQs
Business DeveloperPartnerships and outreach
CopywriterAds, pages and posts
Social Media ManagerChannels and scheduling
Data AnalystReports and forecastsOne of twelve. Every workspace opens with the whole office, and you approve anything that leaves the building.
