Technical Recruiting Foundations

Real portfolio pieces built during the course, not a certificate for its own sake. Each one is work you can show.

• Job advert reviewEvery line that changed, with the original wording beside the replacement, and a column separating the changes that were legally required from the ones that were your preference. Carries what the manager was actually trying to achieve with the line that could not stay, the lawful version offered in its place, and the template fix that stops the same advert going out again.
• Screening recordSix candidates against the criteria agreed at intake, with the evidence behind each score in words rather than a number alone. Adjustments are recorded in a section the assessment does not touch, eligibility questions are marked deferred rather than unknown, and the record states in one line what it does not establish about anybody in it.
• Pipeline diagnosticEach stage with its count, its drop-off and its median days, the withdrawal messages quoted in the candidates' own words, and the interview loop measured against a labelled benchmark. Every finding carries what evidences it beside what is inference, and it ends with named owners and days of the week rather than with the word chasing.
• Offer recommendationWhat can be agreed, quoted from what is actually approved. What was refused, in the words used and with the owner of that decision named. What each reference does and does not support, including anything received and deliberately not relied on. And what was escalated, to whom, with a deadline that lands before the candidate's own does.
• Hiring handoverEvery open role with where it really is rather than what stage it sits at, the oldest candidate waiting at each stage, the close-out backlog with its age, and the one decision waiting on somebody else with a name and a date against it. Written so that whoever picks it up next needs no phone call to work out how the week ended.