people
the team — hiring plans, role definitions, onboarding
Holds the team: the bar you hire against, written before you meet anyone you like, and the roles you are hiring for. Take it before the first hire rather than after the third.
structure generate department peoplePeople — Mission
the team — hiring plans, role definitions, onboarding.
Purpose. One paragraph: what this department is accountable for — who joins, how they land, and whether staying is worth it. Write it as the promise the company makes to the people in it, and keep it to promises you would be comfortable being held to in an exit conversation.
How work gets done here. Steering docs live at this root — the bar we hire against. Repeatable
how-tos in processes/; accumulating collections in records/. Deliverables flow roles under
work/ — move the file to move the work.
---
type: mission
standing: draft
owner: "{{owner}}"
updated: "{{date}}"
---
# People — Mission
_the team — hiring plans, role definitions, onboarding._
**Purpose.** _One paragraph: what this department is accountable for — who joins, how they land, and
whether staying is worth it. Write it as the promise the company makes to the people in it, and keep
it to promises you would be comfortable being held to in an exit conversation._
**How work gets done here.** Steering docs live at this root — the bar we hire against. Repeatable
how-tos in `processes/`; accumulating collections in `records/`. Deliverables flow `roles` under
`work/` — move the file to move the work.
type: department
name: people
description: "the team — hiring plans, role definitions, onboarding"
about: "Holds the team: the bar you hire against, written before you meet anyone you like, and the roles you are hiring for. Take it before the first hire rather than after the third."
version: "0.1.0"
lifecycle: [roles]
Also in the folder
Hiring Bardepartments/people/hiring-bar.md
Hiring Bar
What "yes" means here, written before you meet anyone you like. The bar's whole job is to be harder to move than your enthusiasm on a Thursday afternoon.
What we are hiring for. The two or three things that are true of everyone who has worked out here. Not values — evidence. "Has shipped something end to end with nobody checking on them" is a bar; "ownership" is a word.
What we are not hiring for. The credentials, tools and pedigrees that look like signal and are not. Say it plainly so an interviewer can drop them.
The loop. Every stage, who runs it, and the one question that stage exists to answer. A stage with no question is a coffee.
How a decision is made. Who writes the recommendation, who can veto, and what happens on a maybe. "Maybe" is a no — say whether that is your rule.
What a candidate is owed. Response times, whether you give feedback, and who tells them. This section is the part everyone remembers.