Hiring playbook
A 7-Step Playbook for Hiring International Talent
Build the decision system before the applicant volume arrives.
The process
Seven steps from role idea to operating hire.
Define the outcome
Name the recurring constraint the role owns, what success looks like, and what decisions belong to the person in the seat.
Write the evidence plan
Decide what the résumé can establish, what needs a written response, what needs a work sample, and what the interview must confirm.
Choose the market from the role
Use time-zone overlap, communication needs, compensation, and talent depth to choose where to search. Do not start with a favorite country.
Open more than one source
Use a mix of targeted outreach, relevant communities, and public listings. Track which sources produce qualified evidence, not just volume.
Screen in layers
Move from fast factual checks to role-specific evidence. Each layer should answer a question the previous one could not.
Interview the evidence
Ask finalists to defend decisions they already made in the process. Resolve uncertainty instead of repeating the résumé.
Onboard the outcome
Give the new hire context, access, a clear first win, and a 30/60/90-day operating scorecard tied to the role’s outcome.