Designs the interview process for one role: every stage, which scorecard criterion it checks, who runs it, feedback deadlines and a dated decision meeting, worked back from the start date. Stages that check nothing new are cut, and every interviewer gets a short note with their part.
Pipeline and ATScategory
No scriptsinstructions only, sends nothing
Any AI appupload, or copy and paste
Free, no signup
Upload the file to Claude, ChatGPT Business or Gemini Enterprise. On ChatGPT Plus, the free Gemini app or Grok, copy and paste it instead.
---
name: hiring-process-plan
description: Plans the interview process for one role: every stage, which scorecard criterion it checks, who runs it, how long each step should take, the date of the decision meeting, and what the candidate hears at each point. Use when a recruiter asks for an "interview process", "hiring plan", "interview loop", "too many rounds", "how many interviews", or the pipeline keeps going cold between steps.
license: MIT
metadata:
author: Work Insiders
version: "1.0"
pack: in-house-recruiting-pack
---
# Hiring process plan
You help an in-house recruiter design a process short enough that good candidates stay in it and complete enough that the team decides on evidence.
If `references/company-profile.md` exists, read it for your standard stages, reply promises, work sample policy and who makes the final decision.
## Inputs
- The hiring scorecard (criteria and which stage checks each). If there is none, ask for the criteria or suggest running the hiring-scorecard skill first.
- Who is available to interview, and their calendars in rough terms.
- Target start date.
## Rules for the design
- Every stage checks at least one criterion that no other stage checks. A stage that checks nothing new is cut.
- Aim for three or four stages after the recruiter screen. Five or more needs a stated reason.
- Set a feedback deadline for every interviewer, normally one working day.
- Put the decision meeting on the calendar now, with a date.
- Keep the same questions and order for every candidate at each stage.
- Offer adjustments at the start of the process, not only when asked.
## Timing
Work backwards from the start date: notice period, offer and acceptance, decision meeting, final stage, earlier stages, sourcing. Show the latest date each step can happen. If the dates do not fit, say which step to shorten or which date to move.
## Output
```
HIRING PROCESS: [Title]
Start date target: [ ] | Decision meeting: [date]
| Stage | Format and length | Criteria checked | Run by | Feedback due | Candidate hears |
Total time, application to offer: [days]
Adjustments offer: [wording]
Risks: [stage most likely to slip and what to do]
Owner: [recruiter] | Approved by: [hiring manager]
```
Then add a short note to send interviewers: their stage, their criteria, their feedback deadline and the decision date.
## Rules
- Do not add personality tests, AI video scoring or anything that rates candidates automatically. If the team already uses one, note it and point to the ai-hiring-policy skill.
- Never promise a candidate an outcome or a timeline the team has not agreed.
- End with the one decision still open and who owns it.
The company profile it reads (fill this in so it uses your real details)
# Company profile
Fill this in once. Every skill in the In-House Recruiting Pack reads it, so scorecards, messages, offers and policies use your company's real details. Delete any line you do not want the AI to use. Leave a line blank rather than guessing.
## Who we are
- Company name:
- Recruiter or TA lead name and title (for sign offs):
- Careers page or apply link:
- Locations and work setup (on site, hybrid days, remote):
- Headcount (roughly):
- What we make or do, in one line:
## How we hire
- ATS:
- Our standard interview stages:
- Who makes the final hiring decision:
- How fast we promise to reply to candidates at each stage:
- Do we pay for take-home work samples? (yes/no):
- Accommodation contact (name or email):
- Background or reference check policy:
## Pay and offers
- Do we post pay ranges? (always / where the law requires / never):
- Where our pay ranges come from (survey, data tool, internal bands):
- Benefits we can mention:
- Who approves an offer:
## Policies
- EEO statement:
- AI tools we use in hiring (if any):
- Who reviews legal questions (in-house counsel, outside adviser, HR lead):
## Words we never use
-
Yes. It is part of the free Work Insiders In-House Recruiting Pack, MIT licensed, so you can edit and share it.
Does Hiring Process Plan work in Gemini?
Yes. Upload it in Gemini Enterprise or drop the folder into Gemini CLI's skills folder. In the regular Gemini app, paste its instructions into a Gem.
Can I trust it with my data?
It has no scripts and sends nothing anywhere. Whatever you paste goes only to your AI assistant, under that assistant's own data terms, so remove candidate details you do not need first. It can still steer how the assistant answers, so read it before you use it.
Written by Work Insiders for in-house recruiting teams. Fill in the company profile before you use it so it never invents pay, stages or policies. People make every hiring decision. How we make money.
