How to hire, by role
Practical, end-to-end hiring processes for 10 common roles — requirements, sourcing, screening, interviews, references, a suggested timeline and onboarding. The third pillar of the hiring funnel, after the job description and interview questions clusters. No salary data, no fabricated benchmarks — just a clear workflow to adapt.
Job description → interview questions → hiring process
Define the role, prepare to evaluate, then run the process. Pick a role below, or start with the reusable tools.
Browse 10 roles by area
Customer-facing & revenue
How to hire the roles that win and serve customers.
How to hire a customer support representative
Hire for empathy, clarity and product aptitude.
Open Hiring processHow to hire a sales representative
Hire for discovery, resilience and ethics.
Open Hiring processHow to hire a marketing manager
Hire for strategy, analytics and prioritisation.
OpenOperations & coordination
How to hire the roles that keep delivery running.
How to hire a project manager
Hire for organisation, risk and stakeholder skill.
Open Hiring processHow to hire an operations manager
Hire for process thinking and people leadership.
Open Hiring processHow to hire an office manager
Hire for organisation, discretion and reliability.
OpenPeople & HR
How to hire the roles that hire and support the team.
How to hire a recruiter
Hire for fairness, judgement and candidate care.
Open Hiring processHow to hire an HR assistant
Hire for accuracy, discretion and dependability.
OpenFinance & technology
How to hire specialist craft roles.
Practical HR resources, by email
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Frequently asked questions
What does a good hiring process look like?
A clear, consistent sequence: define requirements, write the job description, source candidates, screen fairly, run a structured interview, evaluate against the same criteria, check references, decide, make the offer and onboard. Each role page here adapts that sequence to a specific role.
How is this different from the job description and interview questions clusters?
They are three stages of one funnel. The job description defines the role; the interview questions help you evaluate candidates; the hiring process pages tie the whole workflow together — sourcing, screening, interviewing, references, timeline and onboarding for a specific role.
Do these pages include salary or benchmark data?
No. There are no salary figures, no fabricated hiring benchmarks and no invented statistics. Timelines are presented as a sequence, not a guaranteed duration, because real timelines depend on the role and your market.
Will this guarantee a good hire?
No process guarantees outcomes. A structured, consistent, job-related process improves your odds and makes decisions fairer and easier to compare — but it is guidance, not a guarantee.
Is this legal hiring advice?
No. These are practical, educational resources, not legal advice. Keep your process job-related and non-discriminatory, and confirm requirements for your jurisdiction with qualified professionals.