10 Hiring Truths That Will Change How You Build Teams + Example Templates

From the Idea Citizen Live session with 💡Jackie Domanus💡 and Luetrell Toler , founder of True Talk Advisors

1. Most job descriptions are broken. They’re vague, outdated, and often copied from Google. Start with the actual job, not generic traits.
2. Hiring is not guessing—it’s strategy. Define outcomes, constraints, and success metrics before you even post the role.
3. Gut instinct isn’t a hiring plan. Use scorecards to evaluate candidates objectively. Bias lives in ambiguity.
4. Audition > interview. Want to know if someone can do the job? Let them do the job. Think dry-erase boards for engineers, case studies for consultants, copy tests for marketers.
5. Make candidates comfortable. Anxiety isn’t a performance metric. Set people up to show their best selves—not their nerves.
6. Internal candidates deserve clarity. If you’re hiring externally, explain why. Align the role with the company’s current stage and needs.
7. Pre-briefs and debriefs are non-negotiable. Align your hiring team before interviews. Compare notes after. And yes, the most senior person should speak last.
8. Recruiters are your partners, not gatekeepers. Give them the real story behind the role. The better they understand it, the better candidates they’ll surface.
9. Urgency doesn’t mean chaos. If you need someone fast, streamline the process—but don’t skip steps. Speed and structure can coexist.
10. Interviewing is a skill. Train for it. Not everyone knows how to assess talent. Teach your team how to evaluate for capability, not charisma.

EXAMPLE: Sample Interview Scorecard: Marketing Manager Role

Total Possible Score: 30 points (6 categories, scored 1–5) Minimum threshold to hire: 26 points

1. Strategic Thinking & Business Alignment

• Can the candidate connect marketing efforts to business outcomes?
• Do they understand how their work impacts revenue, brand equity, or customer acquisition?

Score (1–5): ___

2. Project Management & Execution

• Can they manage timelines, budgets, and cross-functional teams?
• Do they demonstrate fluency in tools and workflows (e.g., briefs, calendars, stakeholder reviews)?

Score (1–5): ___

3. Team Leadership & Development

• Have they mentored or developed team members?
• Can they build high-performing teams and reduce churn?

Score (1–5): ___

4. Creative Judgment & Brand Voice

• Do they have a strong sense of brand storytelling?
• Can they evaluate creative work and give actionable feedback?

Score (1–5): ___

5. Data Fluency & Performance Metrics

• Can they interpret marketing analytics and optimize campaigns?
• Do they understand KPIs like CAC, LTV, conversion rates?

Score (1–5): ___

6. Adaptability & Innovation

• Have they worked in fast-paced or constrained environments?
• Can they leverage new tools (e.g., AI) to improve efficiency or creativity?

Score (1–5): ___

✅ Final Score: ______ / 30

Decision: Proceed / Hold / Reject

EXAMPLE Sample Job Description: Marketing Manager (Outcome-Based)

Role Title: Marketing Manager Location: Remote (U.S.-based preferred) Type: Full-time

Mission of the Role

To increase brand visibility and drive qualified leads by developing and executing strategic marketing campaigns that align with business goals.

What Success Looks Like (12-Month Outcomes)

• Launch and optimize 3 multi-channel campaigns that generate a minimum of 500 qualified leads each.
• Improve brand awareness metrics by 30% across LinkedIn and targeted industry channels.
• Build and mentor a small marketing team (2–3 people) with clear KPIs and development plans.
• Implement AI-powered tools to streamline content creation and campaign reporting, reducing manual effort by 40%.

Key Responsibilities

• Own the marketing strategy and execution across digital, social, and email channels.
• Collaborate with sales and product teams to align messaging and campaign goals.
• Manage external vendors and freelancers as needed.
• Report on campaign performance and iterate based on data insights.

Constraints & Realities

• Limited budget for paid media—creativity and organic growth strategies are key.
• Small team, high autonomy—must be comfortable wearing multiple hats.
• Company is in growth mode; processes are evolving and require adaptability.

What You’ll Be Evaluated On

• Strategic thinking and ability to connect marketing to business outcomes.
• Project management and execution under resource constraints.
• Leadership and team development.
• Data fluency and performance optimization.
• Creative judgment and brand storytelling.

Ideal Candidate Signals

• You’ve built campaigns that moved the needle—not just checked boxes.
• You’ve led small teams and helped them grow.
• You’re curious about AI and already experimenting with tools.
• You’re energized by ambiguity and know how to create clarity.