Hiring Toolkit: Job descriptions & interviews

A practical, copy‑paste pack for early‑stage founders. Use it to define roles crisply, ship tight JDs, and run structured, bias‑aware interviews that lead to confident, fast decisions.

What you’ll get​

• Principles that keep your hiring bar high and your process fast
• A JD template you can paste and fill in 10 minutes
• Four example JDs (Founding Engineer, Founding PM, Founding Designer, AE/SDR)
• A complete interview loop with scripts, scorecards, and rubrics
• A take‑home/work‑sample policy
• Reference check guide, debrief format, and offer checklist
• Compliance and bias‑reduction guardrails

First principles​

• Hire for outcomes, not tasks. Describe the 12‑month results the person must deliver.
• Design the work sample. Test how they’ll do the work, not how well they talk about it.
• Structure everything. Same core questions, same rubric, written evidence.
• Decide on evidence, not vibe. Debrief against a scorecard; avoid “culture fit” as a catch‑all.
• Speed wins. Tight SLAs: 24h feedback, 72h to decision after onsite.
• Candidate experience is brand. Clear timelines, honest feedback, respectful assessments.

Define the role (10‑minute intake)​

• Problem this role solves
• Top 3 measurable outcomes in 12 months
• Constraints (team size, budget, tech stack, markets)
• Non‑negotiables (skills, behaviors, work hours/time zones)
• Nice‑to‑haves (ranked, with justification)
• How success is reviewed (cadence, KPIs, manager)

Job description (JD) template​

Paste and complete the bracketed fields. Keep it to ~400–600 words.

Title: [Role], [Level if relevant] — [Company Name]

Why this role
- We’re hiring a [Role] to deliver [Top 1–3 outcomes] in the next 12 months.

What you’ll do
- [Outcome #1 → 2–3 example responsibilities tied to it]
- [Outcome #2 → 2–3 example responsibilities tied to it]
- [Outcome #3 → 2–3 example responsibilities tied to it]

You might be a fit if you have
- [3–5 must-have competencies with evidence markers]
  e.g., “Shipped production services used by 10k+ users” or “Closed $1M new ARR”

Nice to have
- [2–4 items, clearly optional]

How we hire
- 20‑min intro
- 60‑min deep dive
- 60‑min work sample (live or short take‑home)
- 30‑min founder chat
- References (2–3)

Location & compensation
- [Remote/in‑office/hybrid, time zone expectations]
- [Cash range], [Equity range], benefits summary

Equal opportunity
- We value different backgrounds and perspectives. If you’re unsure, apply.

JD tips

• Lead with outcomes and impact; keep responsibilities specific.
• Replace vague adjectives (“world‑class”, “rockstar”) with evidence markers.
• Separate must‑haves from nice‑to‑haves; keep must‑haves short.

Example JDs (copy‑ready)​

Founding Full‑Stack Engineer​

We’re hiring a Founding Full‑Stack Engineer to ship v1 → v3 of our product and reach [milestone: e.g., 1,000 WAU] within 12 months.

You’ll
- Own end‑to‑end delivery of [key surface], from API to UI
- Improve reliability to [target SLO] and reduce latency by [target]
- Set lightweight engineering practices (CI, reviews, observability)

You might be a fit if you have
- 4+ years building and operating web products in production
- Depth in [primary stack], plus fluency across API, DB, UI
- Evidence of shipping fast with quality (links to PRs, demos, apps)

Nice to have
- Early‑stage experience, infra chops, design sense

Process, location, compensation as per template

Founding Product Manager​

We’re hiring a Founding PM to drive product‑market fit for [customer] solving [problem], aiming for [metric target] in 12 months.

You’ll
- Run discovery with [customer segments], translate into clear bets
- Define roadmap, write crisp specs, align design/eng/GT
- Instrument usage, learn from data, iterate weekly

You might be a fit if you have
- 4+ years PM or founder/operator experience in [domain]
- History of moving a KPI (activation, retention, revenue) meaningfully
- Excellent writing; examples welcome

Nice to have
- B2B SaaS, PLG, or data products experience

Founding Product Designer​

We’re hiring a Founding Designer to own UX/UI for [product] and raise activation to [target] within 12 months.

You’ll
- Lead discovery, flows, and visual system; prototype quickly
- Partner with PM/Eng to ship weekly experiments
- Establish our design language and accessibility baseline

You might be a fit if you have
- 4+ years designing shipped products; strong systems + craft
- Portfolio showing simplified complex workflows
- Comfort with Figma, prototyping, and design QA

Nice to have
- Motion, brand, or design‑to‑code experience

Account Executive / SDR (early GTM)​

We’re hiring an early AE/SDR to validate pipeline and close our first [X] deals in 6–9 months.

You’ll
- Prospect, run discovery, tailor demos, and drive to close
- Build early playbooks: ICP, talk tracks, objection handling
- Maintain clean CRM hygiene and forecast honestly

You might be a fit if you have
- 2–5 years closing or SDR→AE progression in [domain]
- Consistent quota attainment; references who’ll vouch for your grit
- Clear, concise writing and call presence

Nice to have
- Start‑up 0→1 experience, technical curiosity

Interview system (end‑to‑end)​

Stages

• Recruiter/Founder intro (20 min)

  • Goal: motivation, basics, salary/location, mutual fit on outcomes.
  • Script: “The role exists to achieve [outcomes]. Does that match what you want next?”

• Deep‑dive / Experience interview (60 min)

  • Structured behavioral questions tied to outcomes (see bank below).
  • Pull for specifics, numbers, and candidate’s direct impact.

• Work sample (60–120 min total effort)

  • Choose one: live exercise or short, bounded take‑home (see policy).
  • Evaluate with a rubric; give the prompt and criteria ahead of time.

• Collaboration / Values interview (45 min)

  • How they disagree, give feedback, and write. Use scenarios you actually face.

• Founder/Bar‑raiser (30 min)

  • Stress‑test the highest‑risk assumption about the hire.

• References (2–3 calls, 15 min each)

  • Past manager, peer, and (if applicable) direct report.

SLAs

• Feedback notes within 24 hours of each step
• Onsite → decision within 72 hours
• Offer valid 5–7 days with a clear explainer of cash/equity

Scorecard template (copy‑paste)​

Role: [Role] | Level: [ ] | Interview: [ ] | Interviewer: [ ]

Outcomes (weighted)
- Outcome A: [description]  ─ Weight: 40%
- Outcome B: [description]  ─ Weight: 40%
- Outcome C: [description]  ─ Weight: 20%

Competencies (1–4 anchored)
1 = Concern / clear miss
2 = Mixed / needs support
3 = Solid / hireable
4 = Exceptional / raises the bar

Ratings
- Technical/Functional: [1–4]  | Evidence:
- Problem solving: [1–4]       | Evidence:
- Execution speed & quality: [1–4] | Evidence:
- Communication & writing: [1–4]   | Evidence:
- Collaboration & values: [1–4]    | Evidence:

Red flags (if any): [ ]
Top strengths: [1–3 bullets]
Development areas: [1–3 bullets]

Decision
- Recommend Hire / Lean Hire / Lean No / Do Not Hire
- Confidence: Low / Medium / High

Question bank (ask all candidates the same core set)​

Behavioral (tie to outcomes)

• “Tell me about the hardest problem you owned end‑to‑end. What was the measurable outcome? What changed because of you?”
• “Walk me through a decision where speed and quality were in tension. How did you decide? With what data?”
• “Describe a time you disagreed with a manager or stakeholder. How did you handle it? What happened after?”
• “Give an example of writing you produced to move a team forward. What was the impact?”

Role‑specific prompts

• Engineering: “Show me a design you’re proud of. What trade‑offs did you accept? If you had another week, what would you change?”
• Product: “Choose a KPI from your last product. How did you move it? What did you kill?”
• Design: “Pick a complex flow you simplified. Before/after, constraints, research, and metrics.”
• Sales: “Tell me about rescuing a stalled deal. What signal told you it was winnable? What actions worked?”

Follow‑ups (force specifics)

• “How do you know?” “What did you personally do?” “What changed by how much?” “What would you do differently?”

Work sample & take‑home policy​

• Prefer live work samples on real problems with redacted data.

• If you use a take‑home:

  • Cap at 60–90 minutes of effort; offer an alternative live session.
  • Share clear rubric and example of a strong submission.
  • Avoid uncompensated spec work; never use candidate outputs in production.
  • Return short, useful feedback.

Sample prompts

• Engineer: Small feature spec + API sketch + trade‑off discussion; optional coding exercise focused on readability and tests.
• PM: Write a 1‑page PRD for [problem], define success metrics, propose 2 experiments.
• Designer: Redesign a single flow in wireframes; annotate decisions; provide a quick prototype if time allows.
• AE/SDR: Draft a 6‑touch sequence to [ICP] and a 10‑slide discovery/demo outline.

References (15 minutes each)​

• “In what context did you work together?”
• “Top strengths?”
• “Where would you coach them first 90 days?”
• “If you rehired them tomorrow, what would you set up to help them succeed?”
• “Would you work with them again?” (why/why not)

Capture specifics and examples. Map to your scorecard.

Debrief & decision​

• One owner runs the debrief; participants submit written scorecards first.
• Walk the outcomes and rubric, not anecdotes.
• Resolve factual gaps; avoid groupthink (“silent writing → discussion”).
• Decide once; document decision, risks, and mitigation plan.

Offer checklist​

• Role, level, manager, location, start date
• Cash comp (base/OTE), equity (type, number, refresh policy)
• Benefits overview, PTO, equipment, visa support if relevant
• Written recap of the interview evidence that led to the offer
• Closing plan: references, finalist concerns, timeline to sign

Bias reduction & compliance​

• Ask every candidate the same core questions; use anchored rubrics.
• Remove names from take‑home reviews when possible.
• Avoid illegal or sensitive topics (age, family plans, health, religion, politics).
• Pay transparency: include ranges where required; document how you set them.
• Accessibility: offer reasonable accommodations for exercises and interviews.
• Keep candidate data private and time‑boxed; purge after a set period.

Metrics to watch​

• Time‑to‑first‑response, time‑to‑offer
• Stage‑to‑stage pass‑through rates
• Offer acceptance rate
• New‑hire 90‑day outcome progress and manager satisfaction
• Candidate experience score (simple post‑process survey)

One‑page checklists​

JD ready?

• Top 3 outcomes are clear and measurable
• Must‑haves are evidence‑based and short
• Process, compensation, and location stated
• Inclusive, concrete language; no vague superlatives

Interview day‑of

• Panel briefed; roles and questions assigned
• Scorecards prepared and linked
• Work‑sample prompt and rubric ready
• Feedback due within 24 hours

Post‑interview

• Written scorecards in before debrief
• Decision, risks, and ramp plan documented
• Candidate informed promptly with clear next steps

Appendix: quick templates​

Compensation bands (fill and publish)

Level         Base (USD)      Equity (4 yrs)    Notes
Founding      [ ]–[ ]         [ ]–[ ]           Above-market equity
Senior IC     [ ]–[ ]         [ ]–[ ]           Mid-market cash + strong equity
Early GTM     [ ]–[ ] OTE     [ ]–[ ]           OTE split [base/variable]

Values signals (interview prompts)

- Ownership: “Tell me about a mess you cleaned up without being asked.”
- Clarity: “Share a doc you wrote to align a team. What changed?”
- Kind candor: “Describe critical feedback you gave that landed well.”
- Pace: “When did you ship faster than comfortable? Outcome?”

How to use this toolkit this week​

• Pick your next role and fill the JD template.
• Choose one work sample and finalize its rubric.
• Set calendar holds for a structured loop and paste the scorecard into each invite.
• After the onsite, run a 30‑minute debrief using the scorecard template.
• Track three metrics: response speed, decision speed, and acceptance rate.