Built for service firms whose founders are making their first 1–5 remote hires.Inspect the brief
Start your hiring brief
HIRING STANDARD

“Vetted” is meaningful only when you can see what was checked.

Our standard separates observable evidence from recruiter interpretation and makes important unknowns visible before the client interview.

Start your hiring brief Understand the model
Premium hiring scorecards arranged on a brushed silver decision desk
WHAT TO VERIFY

See what First Hire documents before you spend time interviewing.

Choose the concern that matters most and inspect the information, safeguards, or terms that should be clear before you continue.

WHAT YOU CAN INSPECT

A scorecard before sourcing

Every search begins with observable outcomes, required responsibilities, tools, schedule, decision rights, manager, compensation range, and disqualifying constraints.

Evidence made inspectable Tradeoffs named plainly Next action stays clear
Start your hiring brief
EVIDENCE REVIEW

Quality is a review practice, not a badge added after the fact.

Structured notes, scoring anchors, work evidence, and unresolved questions should be reviewed together before a candidate reaches the client calendar.

Team reviewing a document during a structured decision meeting
01

A scorecard before sourcing

Every search begins with observable outcomes, required responsibilities, tools, schedule, decision rights, manager, compensation range, and disqualifying constraints. Interview criteria are written before candidates are discussed so the standard does not move to favor the most familiar or charismatic person.

02

Communication rubric

Live and written scenarios observe clarity, listening, tone, comprehension, structure, audience awareness, and judgment in moments resembling the actual role. Notes should describe behavior and evidence. Accent, nationality, personality similarity, and vague ideas about “culture fit” are not scoring criteria.

03

Work sample based on the role

The exercise uses a short, respectful simulation tied to real responsibilities. Examples include prioritizing an inbox, triaging customer requests, reconciling a sample account, or turning an ambiguous process into an operating checklist. Scoring anchors are defined before answers are reviewed, and candidate time is treated responsibly.

04

Evidence labels and tradeoffs

The candidate brief distinguishes demonstrated evidence, experience reported by the candidate, recruiter interpretation, and unresolved questions. It records strengths without hiding tradeoffs and proposes targeted client interview probes instead of compressing a person into a misleading percentage or “perfect match” label.

05

Verification, references, and consent

Identity, work history, references, and any assessment information should be handled through documented processes with clear consent. Only information relevant to an approved search is shared with a prospective client, and the final operating policy must define access, retention, correction, withdrawal, and deletion.

06

When we will pause or decline

Material schedule mismatch, weak evidence on a critical outcome, misleading history, unsafe data practices, unrealistic compensation, discriminatory criteria, or a role that cannot be responsibly defined are reasons to stop. A search should not continue simply because work has already been invested in it.

INSIDE THE DELIVERABLE

Anatomy of the First Hire Brief.

Scroll through the six parts of the document every search produces. This is the document that supports your hiring decision.

01 / BRIEF SECTION

Role scorecard

Outcomes for the first 30, 60, and 90 days, decision rights, tools, schedule, and the constraints that can stop a search.

02 / BRIEF SECTION

Communication evidence

Notes from live conversations and written scenarios describe observed behavior in concrete terms.

03 / BRIEF SECTION

Work sample scoring

An exercise tied to the role and scored against anchors written before any answers were reviewed.

04 / BRIEF SECTION

Verification ledger

What was demonstrated, what the candidate reported, and what still needs checking are clearly labeled.

05 / BRIEF SECTION

Tradeoffs + probes

Strengths, tradeoffs, and specific interview questions to test each one.

06 / BRIEF SECTION

Handoff plan

Offer alignment, start logistics, and the onboarding plan that follows your decision.

NEXT DECISION

Continue only with the page that resolves your next question.

Inspect the deliverableSample candidate briefUse the templateRemote hiring scorecardWalk the processHow First Hire works
A CLEARER NEXT STEP

Bring us the bottleneck. We’ll help name the role.

Start with the work that keeps interrupting your week, plus the timeline and schedule overlap you need.

Start your hiring brief

EVIDENCE BEFORE INTERVIEWS · YOU MAKE THE FINAL CALL