Field notes on building a recruiting function.
Practical writing for the people who own the hiring. No theory, no filler, just what works.
The intake meeting is the whole search. Treat it that way.
Most searches fail before the first candidate is sourced, because the recruiter and the hiring manager never actually agreed on the role. Here is the 60-minute conversation that fixes it.
Read the article →
How to build a sourcing sequence that gets replies.
A reply rate is a function of relevance and timing, not volume. Here is the outreach cadence we built into the script library.
The scorecard conversation every hiring manager avoids.
Defining what good looks like before interviews start is the single highest-leverage hour in any search. Most teams skip it.
The three metrics that earn recruiting a seat at the table.
Time to fill, pipeline conversion, and SLA adherence. Track these three well and leadership stops asking where the search stands.
Run your first week on the system in five steps.
You do not have to deploy everything at once. Start with the workflow sheet and the intake agenda, and build from there.
How to run a debrief that produces a decision.
Four interviewers, four opinions, no hire. The structured debrief turns scattered impressions into one defensible call.
Why your pipeline tracker is your most honest report.
A tracker that everyone updates tells you where searches stall long before a status meeting would. Make it the source of truth.
Reading about it is good. Running it is better.
Every article here is drawn from the deliverables inside the Persiva Method. Install the system and put the whole thing to work.