Quality of Hire Loop
Close the loop between recruiting and performance
Creates a lightweight quality-of-hire measurement system with check-ins, manager evaluation prompts, and a feedback loop to improve future hiring decisions.
INGREDIENTS
PROMPT
Create a skill called "Quality of Hire Loop". Inputs: - Role family (engineering, sales, ops, etc.) - What "good performance" looks like - When the manager can evaluate (30/60/90 days) Output: 1) A 30-day manager check-in (6–10 questions) 2) A 90-day quality-of-hire scorecard (competencies + outcomes) 3) A new-hire self-reflection survey (short) 4) A root-cause review template when quality is low: - sourcing mismatch? - screening criteria wrong? - interview signals misread? - onboarding failure? 5) Concrete adjustments to the recruiting process based on outcomes
How It Works
Define the role family and what good performance looks like. The skill
creates check-in templates, scorecards, and a root-cause review process.
What You Get
- A 30-day manager check-in (6–10 questions)
- A 90-day quality-of-hire scorecard
- A new-hire self-reflection survey
- A root-cause review template (when quality is low)
- Concrete process adjustments based on outcomes
Setup Steps
- Define the role family (engineering, sales, ops, etc.)
- Describe what good performance looks like
- Set evaluation timing (30/60/90 days)
- Deploy the check-ins and review results quarterly
Tips
- The root-cause template is where the real improvement happens
- Common causes: screening criteria wrong, interview signals misread, onboarding failure
- New-hire self-reflection catches "expectation mismatch" early
- Close the loop with the recruiting team — otherwise data goes nowhere