Unlock the Power of Precision Hiring: Design the Perfect Hiring Process in 3 Steps

Roland Grootenboer
3 min readAug 18, 2023


Don’t Gamble on Guesswork — Start Building Your Dream Team the Right Way

Photo by Jason Goodman on Unsplash

In the dynamic world of start-ups, building a dream team is the cornerstone of success. Yet, crafting a hiring process that seamlessly identifies top talent while minimizing risks and bias can be a challenging endeavor. It can be tempting to stick to what you know and trust your gut when interviewing candidates. Resulting into long hiring procedures, inconsistent processes, unclear and biased decision making and bad hires. The good news: I have a method to find the perfect person for the job. It’s a 3 step approach towards a blueprint for your perfect hiring process. I’ve created a guide and template, which contains very concrete guidance and templates on the perfect hiring process. Easy peasy.

Go get the Hiring Process Guide & Blueprint.

Step 1: Design the blueprint.

The default hiring process consists of six stages, with some additional steps in between, depending on the role or even candidate. This is the bare minimum and a healthy mix of interviews and seeing the candidates work. Here are the six stages I’d recommend to start with.

  • Application and work related questions 🔍
  • 1st interview ☕️
  • Home assignment and work sample 👨🏻‍💻
  • 2nd interview 👯‍♀️
  • 3rd round: mix and match 🌈
  • Hiring decision and offer 💟

Each stage has a very specific goal and options to vary and tailor to that goal. The guide helps you design how each stage should look. Once you’ve designed the blueprint, it’s time to get to step 2.

Step 2: Install hiring committees and scorecards

There’s no such thing as a “bad hire”; there are only bad hiring decisions. Making great hiring decisions is key to allowing your company to thrive. Streamline your decision-making process early, so you don’t have to incorporate this when the company grows. At this step, you decided who is involved in the decision making and at what stage. You also decide how you make decisions, which I recommend to do with score cards to minimize bias. The guide provides you with examples and a Google Sheet template for the scorecard you can copy and is now available for free👇🏼

Access the Scorecard Template now for FREE.

Step 3: Create structural interviews and take home assignments

An unstructured interview is the worst way to determine if someone is going to be good at the job you’re hiring for. The only way to get real value from interviews and limit bias is by asking every candidate for the same role the same questions and then comparing the answers. Every role has a specific set of questions, designed to check for the qualifications of the role. The goal is to eliminate people’s gut feeling about a candidate, as it is irrelevant; that’s what we call bias. Work product is the best predictor of future performance, which is why I recommend creating interesting and challenging take home assignments per role. The guide provides examples of inspiration on both.


Gone are the days of relying on gut instincts or hastily conducting interviews. This guide empowers you with a step-by-step roadmap, ensuring every stage of the hiring journey is optimized for precision and efficiency. From tailored question sets to strategic assessment methods, our blueprint equips you with the tools to identify the perfect fit for each role.

Whether you’re a budding start-up or an established player, this template is your secret weapon to building a winning team from the ground up. Say goodbye to ‘bad hires’ and hello to a hiring process that’s tailored, efficient, and poised for success.

Get the Hiring Process Guide & Blueprint right now.



Roland Grootenboer

Currently part of People Ops at Google. Formerly head of HR at Blendle. Opinions our my own.