Skip to content

Employer tool

Hiring process designer

Good candidates are lost to processes, not to competitors. Choose a role family, adapt the stages, and leave with a process map your panel can actually run — with the weak points named.

How this behaves

  • Templates are starting points, not a standard to conform to.
  • No benchmark claims about what other companies do.
  • Risks are named as consequences, so you can disagree with them.
  • No email gate, and nothing is sent unless you send it.

1. Choose the role family

Each option loads a template we would genuinely run as a starting point. It is not a standard, and changing anything below is expected rather than unusual.

Full-cycle selling. The process has to separate people who carried a number in a strong inbound engine from people who built pipeline themselves.

4 stages a candidate attends · About 195 minutes of candidate time across all 4 stages. Nothing is sent anywhere unless you choose to send it.

2. Shape the stages

Reorder with the arrow buttons — no dragging required, and they work from the keyboard.

  1. Stage 1

    Screening conversation

    Competencies assessed hereAssess each one properly once. Repeating a competency across every stage tends to confirm the first impression rather than test it.

  2. Stage 2

    Hiring manager interview

    Competencies assessed hereAssess each one properly once. Repeating a competency across every stage tends to confirm the first impression rather than test it.

  3. Stage 3

    Discovery role play

    Competencies assessed hereAssess each one properly once. Repeating a competency across every stage tends to confirm the first impression rather than test it.

  4. Stage 4

    Final conversation

    Competencies assessed hereAssess each one properly once. Repeating a competency across every stage tends to confirm the first impression rather than test it.

Your process

Nothing flagged

The designer has nothing to flag. That is not the same as the process being right for your market — it means the obvious structural problems are not present.

Process map: stages in order with owner, purpose and decision
StageOwnerDecision
1. Screening conversationScreening call · 30 min · Experience and evidenceAdroitShortlist or decline
2. Hiring manager interviewVideo interview · 60 min · How they sellHiring managerProgress to discovery exercise or decline
3. Discovery role playRole play · 60 min · How they sellSales leaderProgress or decline
4. Final conversationVideo interview · 45 min · Mindset and motivationFounder / CEOOffer or decline

Regenerated from the stages above, so it is not editable here — copy it into your ATS, your interview kit or an email to the panel and edit it there.

Nothing is uploaded and no email address is needed, at any point.

Hiring process

Adroit Staffing — adroitstaffing.co.uk

Where our five stages fit

Stages you map above are the ones we screen against before you meet anyone, so your interviews spend their time on the decisions only you can make.

See the five-stage screening

Want to talk the process through?

Optional. Nothing is sent automatically — this opens our enquiry form with the role family and stage count filled in, and you still press send yourself.

Discuss this process with Adroit

Common questions

What this tool will and will not do

How many interview stages should a sales hiring process have?

There is no correct number, and we will not pretend a benchmark exists. The useful test is whether every stage can name a decision that only it can make. If two stages assess the same competencies with the same people, they are one stage with a diary problem.

Are these templates the right process for my company?

They are a considered starting point for each role family, not a standard. A three-person startup hiring its first SDR and a scale-up hiring an Enterprise AE should not run the same process, so everything in the designer is editable.

Should candidates be told how a task or presentation is scored?

Yes. If you ask someone for real work, they deserve to know the criteria. It also improves the quality of what you get back and makes the debrief far less subjective.

When should compensation be discussed?

Early enough that nobody spends four stages on a package that was never going to work. Raising a range you would genuinely pay is not a commitment to a number; discovering the gap at offer stage is the expensive version.

Does the designer store anything?

Your draft is held in your browser for the current session so you can resume if you navigate away. It contains role design only — no candidate details and no salary figures — and nothing reaches us unless you choose to send it.

Next

Use it with the rest of the kit

A process is only as good as the brief behind it and the scorecards inside it.

Hiring brief builderAgree what the role is before you design how to assess it.Interview guides and scorecardsQuestion sets and 1-4 scorecards per role, ready to drop into a stage.Our five-stage screeningWhat we have already assessed before a candidate reaches your first stage.

Want us to pressure-test the process?

Send us the stages you have designed. We will say where candidates drop out, where you are assessing the same thing twice, and whether we can help you hire.

Talk through your processSee how we assess