This document is a template designed to prepare and record kickoff meetings for new hiring positions. It can be filled out directly by a recruiter or hiring manager, or used during the meeting for real-time note-taking.
How to Use
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Enter specific details for the position in each input field.
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Provided examples are for reference and can be adapted based on the position.
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Itβs fine to complete only the essential fields first, and fill in the rest later.
Pro Tips
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Duplicate this page for each open role to manage them individually.
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Once filled out, share with the team using a view-only link, or collaborate via comments.
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If the position changes significantly, itβs recommended to archive this and start fresh.
1. Role Overview & Hiring Context
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Hiring Reason
e.g., New project launch, backfill due to departure
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Org Structure / Reporting Line
e.g., CPO β Tech Lead β Backend Engineer
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Key Responsibilities
e.g., API development using microservices architecture, DB schema design
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Key Collaborators
e.g., PO, frontend developers, data team, customer support
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2. Candidate Requirements
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Must-Have Skills & Experience
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3+ years of hands-on experience with TypeScript and Node.js
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Experience managing RDBMS (MySQL, PostgreSQL)
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Proficiency in designing and documenting APIs (e.g., Swagger)
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Experience with containers and deployment (e.g., Docker)
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Nice-to-Have Qualifications
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Experience with AWS (EC2, RDS, S3)
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Familiarity with NestJS, GraphQL
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Experience in early-stage startups
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Open-source contributions or technical blog activity
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Soft Skills
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Strong collaboration with PMs, designers, and other teams
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Able to explain technical decisions with logical reasoning
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Takes ownership and drives work to completion
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Preferred Background
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Experience working in fast-paced, agile environments
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Exposure to B2B SaaS product development
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Less Preferred (Optional)
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Career switchers with limited technical background
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3. Selling Points & Candidate Appeal Strategy
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EVP Highlights
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Flexible hybrid work (e.g., 2 days/week in office)
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Small team with high ownership and fast decision-making
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Opportunity to step into a tech lead role within 6 months
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What Makes This Role Attractive
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Ownership across the entire dev lifecycleβfrom design to operations
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Greenfield development instead of incremental improvements
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Team Culture & Leadership Style
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Flat structure with peer code reviews and weekly tech sharing
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Autonomous, execution-focused culture with minimal micromanagement
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4. Market Insights & Hiring Difficulty
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Similar Past Hires
e.g., Avg. time-to-hire for backend engineers last Q4: 7 weeks
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Sample Resume Sharing
Availability of relevant candidate samples via TalentSeeker or internal database
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Current Market Conditions
5-year engineers are in high demand, with fewer active job seekers
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5. Hiring Process & Timeline
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Process Flow
e.g., Resume review β 1st round (tech) β 2nd round (executive) β Offer
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Assignment or Task (Optional)
e.g., API design task, 3-day turnaround
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Interview Panel Setup
1st round: Backend lead / 2nd round: PO + CEO / Task review: Senior backend
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Target Start Date & Compensation Range
ASAP preferred / Salary: KRW 60Mβ75M / Stock options negotiable
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6. Execution Checklist
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JD Owner & Deadline
e.g., Hiring manager drafts β Recruiter refines β Final by this Friday
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Candidate Communication Plan
Recruiter manages 1st contact, hiring manager joins final stage persuasion
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Initial Resume Review Date
Share 3 candidate profiles within 3 business days of kickoff
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This templete is made by Talentseeker
