Hiring guide
Build a hiring plan around real capacity
Prioritize the roles your team needs, assign ownership and account for the work required to assess candidates.
Connect each role to a business need
Record why the role is needed, the work it will own, the budget owner and the intended start window. Distinguish approved vacancies from possible future needs. Prioritize the roles that unblock the most important work, while accounting for the team's ability to interview and onboard people.
Review the plan as conditions change
For each active role, keep a hiring owner and an agreed assessment process. Use Draft's job and candidate views to inspect recruiting progress, then review budget and headcount decisions in the planning process your organization uses.
A hiring plan should not become a frozen list of promises. When a role pauses, changes or closes, update the people sourcing and interviewing for it, and communicate appropriately with candidates already in the process.
A few useful answers.
Where can I explore Draft’s hiring tools?
The features pages walk through candidate review, hiring stages, careers pages and collaboration. Start with the workflow your team needs, then check the plan that includes it.
What is included in each plan?
Draft Free includes 1 open vacancy and 2 recruiter seats, a candidate pipeline, team notes and a company careers page. Pro includes 10 open vacancies and 5 recruiter seats, and adds candidate sharing, workflow automations and bulk candidate emails. Scale includes unlimited open vacancies and 10 recruiter seats.
Your next great hire.
Bring your next role, your candidates and your team into Draft.