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BUILT AROUND THE TASK

Run a structured hiring process

Prepare a hiring process around clear role requirements. Build the job description, review wording, and use consistent interview questions and scorecards for candidates.

USE WITH CONTEXT

Before you use these tools

A wording check cannot certify fairness or compliance. Review criteria and decisions against the applicable hiring policies and local requirements.

A PRACTICAL ROUTE THROUGH THE SHELF

From raw input to reviewed output

1
Agree on the role
Define responsibilities, essential skills, and how success will be evaluated before writing the vacancy.
2
Prepare consistent interviews
Review the advert and choose questions linked to the role. Set the scorecard criteria before meeting candidates.
3
Review evidence fairly
Record relevant examples against the same criteria. Keep the hiring decision accountable and protect candidate information.

Choose a focused workspace

Recruitment Intake Form

Create a bounded, reviewable recruitment intake form without scoring people or automating an employment decision.

Job Description Builder

Create a bounded, browser-local job description builder with visible assumptions, review guidance, and downloadable output.

Job Ad Bias Checker

Create a bounded, browser-local job ad bias checker with visible assumptions, review guidance, and downloadable output.

Structured Interview Guide

Create a bounded, reviewable structured interview guide without scoring people or automating an employment decision.

Interview Scorecard Builder

Create a bounded, browser-local interview scorecard builder with visible assumptions, review guidance, and downloadable output.

Candidate Pipeline Tracker

Create a bounded, reviewable candidate pipeline tracker without scoring people or automating an employment decision.

Questions before you start

Should a scorecard make the hiring decision automatically?

No. A scorecard organizes evidence for reviewers. It should not replace judgment, contextual review, or appropriate oversight, and it should not contain irrelevant or protected personal characteristics.