Build a Hiring Scorecard

Hiring someone and want the offer to land well? Give it the details — get a warm, clear offer letter that makes them excited to say yes. Have HR/legal review the formal terms.

Writing reviews for your team and want them honest AND motivating? Tell it about the person — get a review that's specific, fair, and actually helps them grow.

Having to let someone go is one of the hardest parts of managing. Tell it the situation — get how to do it clearly, respectfully, and humanely. Confirm the legal steps with HR.

Have to address a performance or behavior problem and dreading it? Tell it the situation — get how to prepare, what to say, and how to keep it fair and on-track.

Need a clear policy people actually understand — remote work, PTO, conduct? Describe it — get a plain, fair draft. Have HR/legal check compliance for your region.

Attract the right people, not 400 wrong ones. Describe the role — get a job post that's honest, clear on what matters, and doesn't read like every other one.

Rejection emails are most candidates' last impression of you. Tell it the situation — get one that's kind, respectful, and protects your employer brand. Most companies botch this.

Interviewing someone and want to actually learn if they're good? Tell it the role — get questions that reveal real ability, not rehearsed answers.

A new hire's first weeks decide if they thrive or quietly check out. Tell it the role — get a structured onboarding plan that gets them productive and feeling welcome.

An appeal that moves people to give — story first, ask clear.

Suggest fun, creative activities and hobbies tailored to interests, setting, season, and energy level, balancing novelty with accessibility and practical considerations.

Examine complex issues by presenting well-researched arguments on both sides, addressing the strongest counterpoints, and drawing reasoned conclusions grounded in evidence.