Hire for the work, not the job title.

Twenty-one practical hiring guides connect each role to the skills worth testing, a focused assessment plan, and better interview questions.

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A recruiter and hiring manager calibrating a role before interviews

Role brief → evidence → interview
A clearer path to a confident decision.21 guides

21 matching guides

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A practical brief for every hiring conversation.

Each guide starts with the work the person will actually do. From there, it identifies the skills that deserve evidence, recommends a focused assessment combination, and gives interview questions that help your team follow the signal.

Sales professionals working through a client discovery conversation

Sales & Growth
4 hiring guides

Sales & Growth

Revenue roles where judgement, communication, resilience, and commercial discipline have to work together.

Sales RepresentativeProspecting, discovery, objection handling, and closing.Sales ManagerCoaching a team, improving pipeline quality, and delivering against quota.Business Development RepresentativeOutbound prospecting and early-stage pipeline building.Account ManagerRetaining clients and growing long-term commercial relationships.

Customer & Support
3 hiring guides

Customer & Support

Customer-facing roles where empathy is only useful when it is paired with clear thinking and reliable resolution.

Customer Service RepresentativeFront-line support, communication, and issue resolution.Call Center AgentHigh-volume phone support delivered with patience and accuracy.Customer Success ManagerDriving adoption, retention, and value after the sale.

Recruiting and administration colleagues organizing interview materials

People & Administration
4 hiring guides

People & Administration

High-trust coordination roles that depend on judgement, discretion, communication, and detail.

Administrative AssistantScheduling, documentation, and dependable office coordination.Executive AssistantHigh-trust support, prioritisation, and executive communication.RecruiterSourcing, screening, and moving candidates through a fair process.HR ManagerPeople operations, policy, judgement, and stakeholder trust.

Operations team planning priorities together

Leadership & Operations
4 hiring guides

Leadership & Operations

Roles responsible for turning priorities into coordinated work, clear decisions, and dependable delivery.

Team LeaderFirst-line leadership, feedback, and day-to-day team performance.Operations ManagerRunning processes, resolving constraints, and improving efficiency.Maintenance TechnicianDiagnosing, maintaining, and repairing equipment with safe, disciplined judgment.Project ManagerPlanning and delivering work across time, scope, and stakeholders.

Finance
3 hiring guides

Finance

Accuracy-critical roles where numerical reasoning, professional judgement, and control matter every day.

AccountantFinancial record-keeping, controls, and reporting accuracy.BookkeeperTransaction recording, reconciliation, and reliable financial hygiene.Financial AnalystTurning financial data into useful commercial decisions.

Marketing
2 hiring guides

Marketing

Creative-commercial work that combines audience understanding, structured execution, and measurable thinking.

Marketing SpecialistPlanning and executing campaigns across digital channels.SEO SpecialistImproving organic visibility through technical, content, and analytical judgment.

Technology and data professionals debugging a problem

Technology & Data
5 hiring guides

Technology & Data

Technical roles where applied reasoning and communication are as important as knowledge of the tools.

Software DeveloperBuilding, debugging, and maintaining software applications.QA EngineerDesigning test coverage, investigating defects, and making release risk visible.Java DeveloperBuilding maintainable Java applications and services.Data AnalystTurning raw data into accurate, actionable insight.IT Support SpecialistDiagnosing technical issues and helping end users recover quickly.

Turn a role into a repeatable hiring plan.

Define the real work

Align on responsibilities and the situations the new hire must handle.

Choose useful evidence

Test a small number of job-relevant skills before the full interview.

Interview around the signal

Use results to ask sharper questions, compare consistently, and investigate gaps.

Build a sharper hiring plan for your next role.

Tell us who you are hiring. We’ll help you choose a focused assessment combination and bring clearer evidence into the interview.

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