Purpose: Attract and select talent who will thrive in a high-performance, customer-obsessed culture. This set of Notion templates standardizes the hiring workflow from job description to final decision, ensuring consistency, fairness, and speed. Raise the bar with each hire.
Job Description
The JD template ensures consistency and that each posting clearly ties the role to the broader purpose. This helps candidates self-select and ensures new hires already buy into customer-centric execution.
- Role Summary: A few sentences about the mission impact of the role (e.g. “This fundraising coordinator will deepen relationships with donors to fuel our programs.”). Emphasize the customer/donor impact to attract candidates aligned with a customer-obsessed mindset.
- Key Responsibilities: Bullet list of what the person will own or do. Use crisp language and outcome-oriented tasks (e.g. “Grow the donor base by 20% through innovative campaigns” rather than just “Manage campaigns”).
- Requirements: Must-have qualifications and skills. Keep these focused on what’s truly needed to succeed (too many requirements can needlessly narrow the pool).
- Our Values/Team Culture: A blurb about the company’s TeamOps and customer-first culture. For example, mention that “we value transparency, bias for action, and obsessive focus on our donors’ experience”. This sets expectations up front.
- EEO/Diversity Statement: (standard language).
Interview Scorecard
For evaluating candidates objectively. Interviewers use a Notion database or page with a table of criteria to rate each candidate. This structured scorecard makes the process fair and data-driven. Research shows that using structured interviews with standardized questions and scorecards “reduces bias [and] increases diversity” in hiring outcomes. Interviewers are evaluating on the same rubric rather than subjective impressions.
The scorecard format also reminds interviewers to ask consistent questions and focus on predetermined competencies, not gut feeling. As a result, decisions are higher quality and defensible. Example: An interviewer might rate a candidate 5/5 on Donor Communication because they gave a great role-play answer about handling a donor complaint, with a note about the specific phrase they used that was effective – this goes in the notes, providing evidence for the panel debrief.
- Competencies/Criteria: Pre-defined traits or skills to assess (aligned with the job requirements). For a fundraising role, criteria might include Donor Communication Skills, Analytical Ability (for campaign metrics), Culture Fit/TeamOps mindset, etc.
- Rating Scale: e.g. 1-5 or Strong No to Strong Yes for each criterion. Each interviewer checks a rating.
- Notes: space to jot evidence from the interview (key quotes or observations).
- Overall Recommendation: a field for “Hire / No Hire / Strong Hire” etc.
Hiring Pipeline Board
A Notion Kanban board (or table view) that tracks each candidate through stages: Applied, Phone Screen, Assessment, Final Interviews, Reference Check, Offer, Hired. Each candidate is a card/page, containing their resume, cover letter, and links to their interview scorecards. As the candidate moves through the process, their card is dragged to the next stage.
The template pre-sets these stages and includes default checklists for each:
- Phone Screen Checklist: (e.g. Completed by HR: basic fit questions, salary expectations).
- Interview Rounds: ensure scorecards are filled, team debrief scheduled.
- Reference Check: includes fields for reference notes.
- Offer: approval steps and template offer letter (if applicable).
This board gives everyone a real-time view of pipeline status and prevents candidates from falling through the cracks. It also allows automation (with Notion or external tools) – e.g. trigger an email to schedule an interview when a card moves to “Assessment”.
Onboarding Handoff: Once a candidate is marked "Hired", a template triggers creation of an Onboarding issue/page (linked to the Onboarding template) and notifies IT and HR to start account setup. This ensures seamless transition from hiring to onboarding, shaving time off the new hire setup.
Have an interview question and scorecard item for “Raises the Bar” – did the candidate demonstrate qualities better than 50% of people in similar roles? Only proceed if yes. This keeps quality high.
All templates should encourage removing bottlenecks: for example, use Notion reminders and @mentions to prompt interviewers to submit scorecards within 24 hours of interviews (so decisions don’t stall).