You will get Interview Scorecard System | Start making the right hires
Project details
Most bad hires don't come from bad candidates. They come from a hiring process that lets opinion beat signal in the debrief.
I build a clean, repeatable candidate evaluation system for one role or your whole hiring function, so your team interviews to the same bar and decisions stop being subjective.
What I deliver:
• Role scorecards that define what "good" actually looks like for the role
• An interview stage map with assigned owners and what each stage is testing for
• Question banks and rating rubrics calibrated to the role
• A structured debrief format
• A short training session for everyone on the interview panel
Who this is for:
Founders and hiring leaders who already have candidates in the pipeline but don't trust the way decisions are getting made. Useful if interviews feel inconsistent, debriefs turn into vibes, or different interviewers keep wanting different people.
What you get:
A documented hiring system your team can run on every future role, faster and more confident decisions, and fewer wrong hires (and the very expensive cost that comes with them).
What role do you want to start with?
I build a clean, repeatable candidate evaluation system for one role or your whole hiring function, so your team interviews to the same bar and decisions stop being subjective.
What I deliver:
• Role scorecards that define what "good" actually looks like for the role
• An interview stage map with assigned owners and what each stage is testing for
• Question banks and rating rubrics calibrated to the role
• A structured debrief format
• A short training session for everyone on the interview panel
Who this is for:
Founders and hiring leaders who already have candidates in the pipeline but don't trust the way decisions are getting made. Useful if interviews feel inconsistent, debriefs turn into vibes, or different interviewers keep wanting different people.
What you get:
A documented hiring system your team can run on every future role, faster and more confident decisions, and fewer wrong hires (and the very expensive cost that comes with them).
What role do you want to start with?
Target Country
Worldwide, United StatesWhat's included $1,500
These options are included with the project scope.
$1,500
- Delivery Time 7 days
About Aaron
#1 Senior Recruiter | Embedded Headhunter | 500 + hires
London, United Kingdom - 6:11 pm local time
I'm Aaron, a Senior Recruiter with 10 years headhunting for SaaS and tech scale-ups. I embed into your team and run hiring end-to-end, so you stop sifting CVs and start meeting the people you actually want to hire. I run Down To Recruit, a one-man-band bespoke headhunting offering.
I have embedded as a Senior Recruiter at Postman, building out their EMEA team. Same role at Grafana Labs before that, hiring across the UK, Nordics, Benelux and DACH.
My background started in sales (ex-Stryker), which is why I think about every hire in terms of your business outcome, not just job spec.
When we talk shortlist, we talk what good looks like in your business - not resume keywords.
What I take ownership of:
• Role scoping, scorecards and hiring brief
• Passive candidate sourcing (75% of my placements come from people not on the market)
• Calibrated shortlists, screened against your bar
• Interview process design, candidate prep, offer negotiation, close
• Onboarding handover and first 90 days
• 12-week free replacement guarantee on every hire
You don't get a resume-pusher. You get a hiring partner who runs your search like it matters.
Companies I've hired for:
Postman, Grafana Labs, Octopus, Stryker, plus Series B to E SaaS and tech scale-ups across the UK, US and EMEA.
Roles I cover:
Most of my work sits across commercial, GTM and operational hires for tech businesses:
• Sales (AE, SDR, BDR, Sales Leadership, VP)
• Customer Success and Account Management
• RevOps, Sales Ops, Marketing
• Founding hires and early team build-outs
• Senior and C-suite leadership
If you're a SaaS or tech business hiring, talk to me first. If it's a fit, I'll tell you. If it's not, I'll point you to someone better.
Recent Results:
• Postman: 50+ placements across go-to-market in 12 months
• Grafana Labs: built EMEA teams across UK, Nordics, Benelux and DACH
• Octopus: doubled the team from 25 to 50 (19 hires placed)
• 95% retention beyond 12 months
• Sub-30 day average time to hire
Why Clients Hire Me:
• Generalist recruiters send endless resumes with no understanding of your market or product
• Internal teams have no passive network in the niches that matter
• Founders run interviews without a scorecard
• Every open seat feels reactive, and the cost of empty seats compounds every month
I install a structured hiring process. You get a calibrated pipeline in 14 days, candidates vetted against your real bar, and one person accountable from kick-off to signed offer.
My ideal clients:
Founders, hiring leaders and HR teams at SaaS and tech businesses who:
• Are scaling in the US, UK or EMEA
• Need a recruiter who acts like part of the team, not a vendor
• Want passive talent, not job board applicants
• Want one dependable owner, not a black box
My offer:
Contingent on the first hire. Retained from there if it works. 20% of first-year salary. 12-week free replacement guarantee on every placement.
If you've got open roles you need filled in the next 90 days, send them over and I'll come back inside 24 hours with a sourcing plan and an honest read on how I'd run the search!
Steps for completing your project
After purchasing the project, send requirements so Aaron can start the project.
Delivery time starts when Aaron receives requirements from you.
Aaron works on your project following the steps below.
Revisions may occur after the delivery date.
Hiring Scorecard and Interview System
I build a clean, repeatable candidate evaluation system for one role or your whole hiring function, so your team interviews to the same bar and decisions stop being subjective.