Resources
Hiring playbooks
you can use on Monday.
Step-by-step guides with checklists and real examples, from the first search to the first year. Each one shows where the work happens in InsightHire.
- 1. Find people before they apply (Scout)
- 2. Screen every applicant with a journey (Journeys)
- 3. Review one ranked queue (ATS)
- 4. Interview with structure (Interviews & scheduling)
- 5. Offer, sign and onboard (Offers & onboarding)
- 6. Turn hiring evidence into a growth plan (Grow)
How it all connects
One hire, every product, one record.
Each product picks up where the last one left off, so the evidence you gather early is still there at the interview, the offer and the first check-in.
- 1FindAdd-onScoutRediscover past applicants, search from a prompt and reach out by email, SMS and phone.Explore Scout
- 2ScreenJourneysEvery applicant takes a short, scored pre-interview on their phone.Explore Journeys
- 3ReviewATSOne ranked queue across every job, with the evidence next to each score.Explore ATS
- 4InterviewInterviews & schedulingSelf-booking links, interview kits, scorecards and a meeting notetaker.Explore Interviews & scheduling
- 5HireOffers & onboardingOffers with built-in e-signature, then an onboarding plan that starts itself.Explore Offers & onboarding
- 6GrowAdd-onGrowHiring evidence becomes skill evidence, with check-ins, pulses and succession plans.Explore Grow
Vouch runs alongside every step
Add-on- At Screen
Phone confirmed by text code, job previews, references and documents
- At Review
One trust score with reasons, flagged for a person to review
- At Hire
Contact, employer and license cross-checks before the offer
- At Grow
Which signals predict good hires and 90-day retention
Every playbook
Pick a topic, or start with the walkthrough of how the whole platform fits together.
Showing all 24 playbooks
- How it connects10 min readHow InsightHire connects: from first search to first yearFollow one hire end to end: sourcing with Scout, a scored journey, ranked review, structured interviews, the offer and onboarding, then Grow, with Vouch checks along the way.Read the playbook
- How it connects8 min readRoll out InsightHire on your first roleSet up one open role end to end, from the job and its journey to interview kits, the offer template and the onboarding plan, so you see the whole flow work before you add more.Read the playbook
- How it connects7 min readWhere trust checks fit in your hiring processPut each check at the step where it costs least: junk emails stopped at apply, a phone check and location signals during the journey, one trust score to review, references and documents in the flow, and license lookups before the offer.Read the playbook
- High-volume hiring8 min readThe high-volume hourly hiring playbookSee every applicant for frontline roles without adding recruiters: a ten-minute mobile journey, score gates, automatic interview invites, self-booking and a clean close-out.Read the playbook
- High-volume hiring7 min readRetail and restaurant hiring: fill shifts without more phone screensA setup for stores and restaurants: a short phone-friendly journey that checks availability and attitude, automatic invites for the best fits, self-booked interviews and a clean close-out.Read the playbook
- High-volume hiring7 min readCall center hiring: hear how they sound before you schedule anyoneFor contact center and customer support roles, test the job itself: spoken answers to real customer scenarios, a short skills check, a culture fit check, then automatic invites for the people who clear the bar.Read the playbook
- Healthcare & licensed roles8 min readHiring licensed healthcare roles: a verification-first playbookFor clinics, dental groups and home health teams: confirm licenses early, collect documents and references in the journey, cross-check before the offer and start onboarding on hire.Read the playbook
- Healthcare & licensed roles7 min readCollect healthcare credentials before day oneStop chasing licenses and certificates in the first week. List what each role needs, collect it in the journey, look it up before the offer, and let onboarding pick up the rest.Read the playbook
- Healthcare & licensed roles7 min readHiring caregivers and home health aidesCaregivers work alone in clients' homes, so reliability, judgment and trust matter as much as certification. A phone-first journey that checks all three, collects references, and books interviews fast.Read the playbook
- Interviewing9 min readStructured interviewing, from first answer to final scorecardWrite questions with scoring criteria, use them in the journey and the live interview, and make sure every interviewer scores the same things.Read the playbook
- Interviewing6 min readReduce interview no-shows with self-booking and nudgesMost no-shows start with a slow invite or a time the candidate never really chose. Invite fast, let people pick their own slot, confirm on their calendar and nudge the ones who have not booked.Read the playbook
- Interviewing8 min readThe structured video interview playbookHow to replace repetitive first-round screens with a consistent interview that still gives candidates room to show how they think and communicate.Read the playbook
- Sourcing7 min readFill hard-to-fill roles: rediscover, search and reach outA sourcing routine for roles that do not get enough applicants: start with people you already know, search for new ones, reach out in a short sequence and send replies into a journey.Read the playbook
- Sourcing6 min readRediscover candidates already in your databaseYour best next hire may have applied last year. Keep strong runners-up in pools, rescan your database when a role opens, read what you already know about them, and invite them back.Read the playbook
- Sourcing7 min readOutreach sequences that get repliesHow to reach candidates who did not apply: check contact details first, write a short sequence across email, text and phone, measure what works, and make the next step one tap.Read the playbook
- Screening6 min readKnockout questions that don't lose good peopleHow to pick the few requirements that should end an application, word them so honest people answer correctly, and send everything else to scoring instead.Read the playbook
- Screening7 min readBuild an assessment scorecard your hiring team can defendTurn raw test scores into a weighted, explainable decision framework with competencies, thresholds, integrity context, and recruiter review.Read the playbook
- Screening9 min readA blueprint for an evidence-first candidate screening journeyDesign a screening flow that collects the right evidence in the right order without exhausting candidates or creating more recruiter work.Read the playbook
- Decision making7 min readWrite scoring criteria for video answersTurn "I liked them" into something your team can agree on: what a strong, acceptable and weak answer includes, how scores are checked against the evidence, and how to tune scoring to your standards.Read the playbook
- Decision making7 min readRun a calibrated hiring debrief on the full recordA debrief that decides on evidence, not on whoever speaks first: feedback in before the meeting, the whole record on screen, a short agenda, and a decision and offer that follow from it.Read the playbook
- Decision making6 min readFrom applicant volume to an evidence-based shortlistA practical framework for combining video, transcripts, assessment results, integrity signals, and recruiter judgment into one review process.Read the playbook
- People & retention7 min readFrom hire to growth: use hiring evidence in year oneCarry what you learned while hiring into onboarding, skills check-ins, pulse surveys and succession plans, then check whether your hiring process predicts good hires.Read the playbook
- People & retention6 min readOnboarding plans that start themselvesBuild an onboarding plan once per role, let it start when the offer is accepted, time every task and email to the start date, and close out the role so nothing is left hanging.Read the playbook
- People & retention8 min readSkills check-ins, pulse surveys and succession for small teamsA light rhythm for keeping good people: role profiles that say what good looks like, regular skills check-ins, short pulse surveys, and a simple succession plan for the roles you cannot afford to leave empty.Read the playbook
Put numbers behind the plan
Product videosThe guided demo, a deep dive for admins, and a short walkthrough of every core feature.Watch the videosHiring ROI calculatorModel interviewer time, scheduling delays and screening cost in your current process.Calculate ROIHiring analyticsSee the funnel, source and quality-of-hire reports InsightHire gives you.Explore analyticsCustomer storiesHow pilot teams set up their journeys and what changed.Read the stories
Questions, answered
Are the playbooks free?
Yes. Every playbook is free to read and use, whether or not you use InsightHire.
Do I need InsightHire to follow them?
No. The steps and checklists work with any hiring process. Where a step happens in InsightHire, we link to the product page so you can see how.
How current are they?
We review each playbook when the product or good practice changes, and every playbook shows the date it was last updated.
Where do I get help setting up a feature?
The help center at docs.insighthire.com has setup guides for every part of the product.
Bring one real role.
We'll help you turn its first-round screen into a journey your team can trust.