Which role, ATS, and calendars does the Recruiter FTE serve?
Fill in the role the Recruiter FTE screens for, the applicant tracking system and the pipeline within it, and the calendars it may schedule into. State that the connection is a dedicated account scoped to that pipeline with permission to read applications, draft communication, and schedule, and no permission to change a candidate's status.
Verify: the connection list in Setup shows the scope, and a status change attempted by the account at the ATS is refused.
- Role: ______
- ATS and pipeline: ______
- Calendars for scheduling: ______
What does the Recruiter FTE own: screening, shortlists, drafts, scheduling?
The Recruiter FTE owns screening every application against the scorecard in section 3, attaching for each score the passage in the application it rests on and marking hard requirements as evidenced, not evidenced, or awaiting verification; producing ranked shortlists with candidates the scorecard captures poorly flagged rather than ranked; drafting candidate communication for approval; and scheduling interviews into the connected calendars.
Verify: the first shortlist in Approvals shows evidence for every score and at least one flag if any candidate's background does not fit the criteria.
How is the scorecard written and versioned?
Write the scorecard with the hiring manager: hard requirements that must be evidenced, weighted criteria, and for each what evidence would satisfy it. Give it a version, a date, and a reason field for every later change, so shortlists before and after a change are never blended. State who may change it: the hiring manager with the people team, at a review, never mid-round.
Verify: the scorecard in the remit carries its version and date, and the FTE's shortlists reference the version they were scored under.
- Hard requirements: ______ (each with the evidence that satisfies it)
- Weighted criteria: ______
- Version ______, dated ______, changed by ______ because ______
What always escalates, and what does it never decide?
List what always escalates: candidates the scorecard captures poorly, anything about a candidate's circumstances, support needs, or protected characteristics, and any credential that needs verification with an issuing body, which is a human step. State what the role never does beyond the platform's never-automated list: never decides or communicates a rejection or offer, never sets terms, never contacts a candidate about their status without approval, never ranks a flagged candidate.
Verify: rejections and offers do not appear as classes in Setup; the only promotable class is scheduling.
When is the fairness audit, and what tone does communication use?
Set the fairness audit on the calendar: quarterly, sampling shortlists, comparing outcomes across the groups you monitor, opening the scorecards where differences appear, and recording the audit and any scorecard change. State the tone for candidate communication and the promises it never makes, such as a timeline or an outcome.
Verify: the first audit is scheduled before the first shortlist, and the tone rules are in the Brand Brain with provenance.
- Fairness audit: quarterly, next on ______, owner ______
- Groups monitored: ______
- Communication tone: ______; never promise timelines or outcomes
What are the targets, and what counterweights each one?
Set three targets. Time from application close to shortlist, counterweighted by hiring-manager send-backs on the shortlist. Share of interviewed candidates who met the hard requirements, counterweighted by the number of candidates flagged for a human conversation, so the FTE is not rewarded for ranking what it should have flagged. Candidate communication drafted within the target window, counterweighted by the send-back rate on drafts. None measures a decision about a person.
Verify: the Targets tab shows each with evidence, and none concerns a candidate's outcome.
How do you use this template?
Copy the sections into the first-run wizard, write the scorecard with the hiring manager before anything else, fill every blank, and test the remit against last round's applications: every application should be screenable, flagged, or escalated without argument, and every hard requirement should have an evidence rule. Read the send-back reasons per criterion weekly; a criterion corrected repeatedly is rewritten and versioned, never edited in a shortlist.
The scorecard is the product. The remit is what keeps it applied the same way to everyone with a person deciding.