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MostΒ Ideal Interview + Onboarding Process

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Why This Matters

As recruiting efforts scale and standards rise, the interview process is a crucial step. Most of this is review, but everyone should align on the same steps so nothing slips.

The Ideal Process

  1. Trainer interviews the candidate (45–60 min) to get a solid picture of who they are and if they're a good fit.

    • Use the same basic rubric Nick uses (attached) β€” bonus points for filling it out when introducing a new potential candidate.
    • Feel free to have open convos, but cover all rubric info at some point in the conversation.
    • The rubric isn't "perfect"; it's just there to help gather info and drive a thorough conversation.
  2. Introduce candidate to Nick via text thread AND separately send notes / score / quick download.

    • Using the attached interview rubric and sending it to Nick is most ideal.
    • Alternative: send a text or a 3-minute-or-less voice memo with your quick download on the candidate.

 ⚠️ Nick does NOT like interviewing candidates "cold" with zero context. Vet them hard before sending them over with a few notes β€” he's talking to 5 – 10x as many people. You're his reps at the end of the day. πŸ˜€

  1. Nick interviews them. He'll send notes / next steps after the interview. If it's green lights all around (rep, Trainer, DoS), then:

  2. Invite them to start their partner search.

    • Ideally they find their own partner.
    • If they can't find anyone and we really like them, we can geo-target a partner through SRU.
    • Note: organic partners have way stronger and more sustainable potential than a stranger.
  3. They introduce us to potential partners, and we repeat interview steps for each candidate. Land on the best partner for them.

  4. Nick sends the official onboarding email and gets them scheduled for pre-field / field training dates.


Quick checklist

[ ] Trainer runs 45 – 60 min interview using the rubric

[ ] Fill out rubric page when introducing a new candidate

[ ] Send Nick notes / score / voice memo (≀ 3 min) via text thread

[ ] Nick interviews candidate

[ ] Green light from rep + Trainer + DoS

[ ] Candidate starts partner search (organic preferred; SRU geo-target as backup)

[ ] Repeat interview steps for each potential partner

[ ] Nick sends onboarding email + schedules pre-field / field training


Key reminders

  • Never send candidates in cold β€” always vet and provide context.
  • Organic partners > stranger partners for long-term success.
  • Consistency across trainers = better hiring decisions.

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See Equip Interview Score Sheet HERE