Anyone involved in hiring can train on this.

4 roles

The frameworks are about the structure of a hiring conversation, not about agency work. A recruiter, a hiring manager and an HR business partner can train on the same material and be scored on the same criteria.

HR managersYour company already has a hiring process. What it usually lacks is a shared standard for the conversations inside it: the intake with the hiring manager, the candidate call, the objection about salary, the close. That is what your team trains on here.Large companies, structured hiring, many interviewers Talent acquisition leadsAgency recruiters are trained on a method. Most in-house teams are trained on the ATS. This closes that gap without hiring an external trainer or building a curriculum yourself.In-house TA, agency-grade method without an external trainer Hiring managersYou interview a handful of times a year, against candidates who interview constantly. A short, structured method beats charisma and beats a list of favourite questions.Line managers who interview a few times a year HR business partnersYou are the one the business asks when a hiring process goes wrong. This gives you a method to point at, rather than an opinion to defend.Advising the business on hiring conversations, not just process

Why the same method works for all of them.

Hiring is a sequence of conversations. The employer changes, the structure does not.

The catalogue was built from 25+ years of real recruitment calls, which is why it is specific rather than generic. What it describes, though, is the shape of a conversation: how to open it, how to find out what the other person actually needs, how to present what you have in those terms, how to handle the objection that decides the outcome, and how to close on a confirmed next step. A recruiter filling a client vacancy and a hiring manager interviewing for their own team are doing the same thing in a different order of priority. Training them separately, on separate material, is what produces the inconsistency HR then has to arbitrate.

Start with the role closest to yours.

For HR managers Talk to us about a rollout