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Kick-off Conversation Guide

Align everyone before a single candidate sees the job post. The decisions made here shape the whole process.

Role purpose
What this role exists to do
Not the job title. What problem does this hire solve, or what capacity does it add? One or two sentences.
Success criteria
What does good look like at 90 days?
Specific and observable. What will this person have done, started, or changed that tells you the hire was right?
Requirements
Must-haves vs. nice-to-haves
Be honest about the difference. Must-haves are things you won't hire without. Nice-to-haves are things that would strengthen a candidate but aren't deal-breakers.
Must-haves
Nice-to-haves
First 90 days
Key deliverables
What should they realistically own or complete in the first three months? Be specific — this becomes the basis for the 30/60/90 plan.
Process
Who's involved and how
Stages, interviewers, and decision-makers. Agreeing this upfront prevents confusion and keeps the process moving.
Alignment check
Is everyone on the same page?
Role, budget, timeline, and process — all confirmed with the relevant stakeholders before you post.
Reflection — risk
What's the biggest risk in this hire — and how will you test for it?
Every hire has a failure mode. Someone too junior, someone who can't operate without heavy process, someone great at interviews but not at the actual job. Name the one you're most worried about, and how you'll surface it in the process.
Reflection — clear no
What does a clear no look like for this role?
Your dealbreakers, named before you meet anyone. It's much easier to stay consistent when someone seems strong on paper if you've named what would make you stop the process regardless of the upside.
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