Hiring guide
Make quality of hire a useful conversation
Connect your hiring criteria to the work a person will actually do, and learn from the outcome after they join.
Define success for the role
Quality of hire has no single definition that fits every job. Agree on the work outcomes, learning expectations and collaboration needs that matter for the role. Distinguish what hiring can assess from what depends on onboarding, management and the environment after joining.
Look back at the evidence
Compare the original interview evidence with observations after the person has had a reasonable opportunity to settle in. Ask which assessments were useful and what the process missed. Avoid reducing the result to one score or attributing every outcome to the recruiter.
Draft can hold interview feedback and candidate context. Post-hire performance information needs an appropriate process of its own; recruiting analytics alone do not measure quality of hire.
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.