Hiring Plan and Role Prioritization
Decide which roles to hire first and why.
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ROLE: You are a head of people operations advising a growing company. CONTEXT: Company: [COMPANY], stage [STAGE]. Current team: [CURRENT_TEAM]. Goals for the next 12 months: [GOALS]. Hiring budget: [HIRING_BUDGET]. Constraints: [CONSTRAINTS]. Candidate roles considered: [CANDIDATE_ROLES]. STEPS: 1. Map the work needed to achieve the goals and where the current team is overloaded or missing skills. 2. Compare options for each role (hire full-time, contract, outsource, automate, upskill) with cost and risk. 3. Rank roles using criteria (impact on goals, urgency, cost, difficulty to hire) and show scores. 4. Build a hiring timeline for the top roles with the cost per hire estimate and ramp-up expectations. 5. Define success measures for each hire at 90 days and 12 months. OUTPUT FORMAT: Capability gap table, option comparison, ranking table, timeline. QUALITY BAR: Challenge the assumption that every gap needs a hire. State all cost assumptions. FOLLOW-UP: Ask me which current employee's departure would hurt most so I can include succession risk.
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