Once the hiring plan is established and you’re ready to start scaling your hiring, there comes a point when you should redefine existing positions and define new ones. Once the company starts scaling rapidly, you will have less and less time. With Workable’s hiring plan, you’ll move out of the spreadsheets and into one centralized workspace, where info is always current and next steps are always clear. This is the moment when we jump into role definitions. Both HR and hiring managers will be on the same page with the same vision and context of the company’s needs. Once your hiring needs are estimated and documented, the future success of your hyper-growth will have a strong foundation. the desired timeline of hiring (this one is all-important for HR).the level of knowledge and background you are looking for.specific areas of expertise within the said domain (ideally).the domain of the most-wanted specialists.It should, ideally, include the following information: This all requires a clear, well-thought-out hiring plan when scaling your hiring process. Your estimate might encompass one quarter or half a year – either way, it will create a place for proper planning and taking care of the essential positions by the HR team. You need to know where your company is going, at least in the near term. People and teams are at the center of this growth and, even if there is a slim chance of being accurate in estimating your hiring needs, it is uber-crucial to keep HR in the loop about them. The growth phase is one of the most challenging moments for your company. Here, I want to share five simple and clear steps that can significantly impact your hiring and allow you to scale the team successfully in high-demand conditions. It may seem clear-cut, as a lot has already been said and written about successful hiring – but it becomes a much more complicated business when it’s a high-growth environment. (In startups, hiring managers are usually executive team members, C-level representatives, and team leaders.)

A shedload of those patterns is directly linked to HR and hiring managers’ cooperation. Once you start growing – and scaling your hiring process – you can just customize and adapt. When you plan to grow, make sure to set down some basic hiring patterns. Either way, HR should be layered in the company structure so each high-growth moment will be seasoned with the proper approach to the required shifts in the hiring strategy. And it doesn’t matter if you are growing from 50 to 150 people or if you are at the stage where you’re adding 500 people each year.

High growth handbook