Built for service firms whose founders are making their first 1–5 remote hires.Inspect the brief
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SAMPLE CANDIDATE BRIEF

The useful parts of a hiring decision, organized in one place.

This sample demonstrates how First Hire organizes role evidence, open questions, availability, and tradeoffs for a focused hiring decision.

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THE FIRST HIRE BRIEFROLE EVIDENCE FRAMEWORK
SHORTLIST FOR

Operations Coordinator

Brief anatomy
Client review standardWhat arrives before your interview
Organized for a clear decision
CommunicationLive answers tied to scoring anchors
Work sampleRole scenario, output, and reasoning attached
AvailabilitySchedule, start date, and overlap reconfirmed
Interview planOpen questions converted into targeted probes
Observed evidence, statements from the candidate, tradeoffs, and open questions kept distinct
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

Search context

The brief begins with the approved role outcomes, required overlap, tools, manager, compensation range, decision rights, and essential requirements.

Evidence made inspectable Tradeoffs named plainly Next action stays clear
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01

Search context

The brief begins with the approved role outcomes, required overlap, tools, manager, compensation range, decision rights, and essential requirements. Without that context, candidate information becomes a collection of attractive facts with no consistent definition of relevance.

02

Evidence map

Each critical criterion points to its source: live interview observation, work sample behavior, verified employment detail, reference, or candidate statement. Readers should be able to distinguish what was directly demonstrated from what still requires confirmation.

03

Work sample observations

The brief records how the candidate approached the scenario, the quality of the output, questions asked, assumptions made, and the scoring anchor applied. It does not present a sample score as scientific certainty or reuse candidate work as unpaid production labor.

04

Tradeoffs and interview plan

Strong candidates still have development areas, context gaps, and open questions. The brief names those tradeoffs directly, explains their relevance to the approved outcomes, and proposes targeted interview probes so the client can investigate rather than guess.

05

Availability and role interest

Start date, required working hours, compensation alignment, competing processes, and the candidate’s reasons for considering the role are reconfirmed before introduction. These details reduce preventable surprises but are never treated as guarantees.

06

Privacy and sharing boundary

A completed brief contains personal data and is shared only with approved decision makers for a relevant search. Candidate consent, access controls, retention, correction, withdrawal, and deletion follow the final privacy process; the public sample contains no private candidate assessment data.

Use the brief to run a sharper final interview.

Review what was observed, what the candidate reported, which tradeoffs matter for the role, and the targeted questions that will resolve the remaining uncertainty.

NEXT DECISION

Continue only with the page that resolves your next question.

Inspect the standardHiring standardInspect a roleOperations coordinatorInspect a roleExecutive assistant
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.

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EVIDENCE BEFORE INTERVIEWS · YOU MAKE THE FINAL CALL