Agree on the work before arranging interviews

The hiring manager and recruiting partner establish a shared role brief.

Start by naming the work the role must deliver and the evidence that could show readiness. Separate essential outcomes from preferences, then use the agreed outcomes to shape the interview plan.

In Northstar Works' fictional example, the hiring manager owns the role outcomes; the recruiting partner coordinates the recruiting process and advises on its steps. Bring process questions to the assigned recruiting partner.

Build a useful role brief

Keep each step tied to work the person would actually do.

  1. 1

    Describe the need

    State what work needs to be done and why the role is being hired now.

  2. 2

    Name essential outcomes

    Write the results or responsibilities the role must deliver. Keep preferences separate from requirements.

  3. 3

    Identify observable evidence

    For each outcome, name a work-related example, explanation, or demonstration that could provide relevant evidence.

  4. 4

    Align with the recruiting partner

    Review the role brief and agree how the outcomes will inform the interview plan and recruiting process.

Worked example: make a requirement observable

A role outcome gives interviewers something specific to explore.

Illustrative example

From vague preference to useful evidence

The fictional Northstar Works hiring team started with “strong communicator” and revised it to a work outcome that interviewers could explore consistently.

  • Role outcome: Explain a project trade-off to colleagues from different functions, including its impact on timing and scope.
  • Evidence prompt: Ask for an example of explaining a work trade-off and how the speaker checked that others understood the consequences.
  • Relevant observation: Note the trade-off described, the explanation given, and how understanding was checked—not whether the person simply seemed polished.

Next: prepare the interviews

Use agreed outcomes to divide panel responsibilities.

Confirm role outcomes with the recruiting partner.

Agree the interview sequence and each participant's focus.

Bring unresolved role or process questions to the assigned recruiting partner.

Continue to Prepare interviews.