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Best Practices Examples 7

Engineering — Best Practices

Be explicit about recency and/or years of experience for each technical domain.
Specify years of “post-grad” or “professional” experience to exclude internship work (e.g., “5–8 years of professional experience”).
Include tools, frameworks, or environments (e.g., cloud, infrastructure) tied to the role’s scope.
Use excluding language thoughtfully (e.g., “not focused solely on front-end” or “not as a manager”) to re-direct.
Combine technical depth with collaboration signals (e.g., cross-functional work, mentorship).

Example Qualifications

“5–8 years developing in backend systems using Java or Scala."
Currently building distributed or cloud-native architectures.”
“Worked in organizations with strong infrastructure or developer tools teams (e.g., AWS, Microsoft, Meta).”
“4–8 years of post-grad experience in machine learning engineering; must have a PhD or equivalent in computer science, applied mathematics, or ML.”
“Experience deploying ML models in production environments; not solely focused on research or data science roles.”
“Has worked in cross-functional settings with product and engineering stakeholders to translate model results into features.”
“3–5 years developing in front-end frameworks like React or Angular.”

Best Practices Examples 5

Emerging Talent — Best Practices

Specify graduation date and degree program to ensure relevance.
Emphasize internship or project experience to infer skills over tenure.
Include growth signals (hackathons, course projects, open-source contributions).
Avoid over-weighting corporate experience — focus on aptitude and curiosity.

Example Qualifications

“Currently pursuing a BS or MS in Computer Science or related field, graduating between Dec 2025–June 2026.”
“Completed internship or significant project involving Python or Java.”
“Actively contributing to open-source or university-level engineering projects.”
“Demonstrated ability to collaborate on group projects or cross-functional teams.”
“Strong foundation in algorithms, data structures, and software design principles.”

Best Practices Examples 8

Sales & Customer Success — Best Practices

Call out quota-carrying experience, deal size, and industry familiarity.
Indicate promotion patterns or tenure length (signals of sustained success).
Include related titles or functions for search breadth (e.g., “Account Manager OR Relationship Manager”).
Include performance indicators like “President’s Club” or “consistent overachievement.”
Be specific on customer segment (Enterprise, SMB, Agency, etc.).

Example Qualifications

“3–5 years in B2B SaaS sales, consistently meeting or exceeding quota.”
“Experience managing Enterprise or Agency clients with 1M+ annual spend.”
“Strong tenure in roles such as Account Executive, Agency Development Lead, or Relationship Manager.”
“Proven record of promotion within sales organization (e.g., AE1 → AE2 within 2 years).”
“Track record driving adoption or upsell within existing accounts.”
“Experience selling to HR, TA, or Marketing stakeholders.”
“Located in Hong Kong or APAC region; fluent in English and Cantonese/Mandarin preferred.”
“Experience with advertising or marketing technology products.”

Best Practices Examples 6

Marketing & Communications — Best Practices

Focus on scope and channel expertise — the levers the marketer actually owns (e.g., paid social, lifecycle, brand, events).
Tie qualifications to impact metrics (conversion rates, engagement growth, ROI) rather than subjective traits (“creative thinker”).
Reflect cross-functional collaboration.
Specify audience type or segment (B2B vs. B2C, enterprise vs. SMB).
Include tool stack familiarity (CRM, marketing automation, analytics) when it signals proficiency, but don’t over-list tools.

Example Qualifications

“5–8 years of experience developing and executing multi-channel marketing campaigns across digital, social, and email.”
“Experience using marketing automation tools to run and measure demand programs.”
“3–6 years managing paid media and performance campaigns across Google, LinkedIn, and Meta.”
“8–10 years of experience managing media relations, press releases, and executive communications at global companies with over $100 million ARR.”
“Experience leading cross-functional launch planning and internal enablement.”
“Ability to craft compelling narratives and simplify complex concepts.”

Best Practices Examples 6

Product — Best Practices

Specify years in product management or related roles (consulting, UX, strategy).
Include cross-functional and stakeholder management language.
Reference impact-oriented outcomes (launches, adoption, metrics).
Include preferred company scale (startup vs. enterprise).
Avoid generic phrases like “strong product sense” — anchor in measurable delivery.

Example Qualifications

“5–7 years in product management or equivalent experience; launched customer-facing features with measurable adoption.”
“Experience defining product vision, roadmap, and requirements in partnership with design and engineering.”
“Worked in high-growth B2B SaaS or marketplace environments.”
“Experience conducting user research and translating insights into actionable product improvements.”
“Strong analytical skills; comfortable using data to prioritize and measure outcomes.”
“Has managed cross-functional teams and driven projects from ideation to launch.”

Best Practices Examples 8

General & Administrative — Best Practices

Combine strategic and operational indicators (analysis + execution).
Specify industry context (tech, SaaS, marketplace).
Include tenure and progression signals for senior roles.
For legal roles, name practice areas (privacy, commercial, employment).
Use conversational but precise phrasing — “Has advised business partners on…” instead of “responsible for advising.”

Example Qualifications

“5–7 years of experience in strategic finance or FP&A within technology companies.”
“Experience building financial models, forecasting, and supporting executive decision-making.”
“Has advised business leaders on budgeting, resourcing, and strategic investments.”
“JD and active bar membership in one jurisdiction.”
“Experience drafting and negotiating SaaS and commercial contracts.”
“Knowledge of data privacy and compliance regulations (GDPR, CCPA).”
“3–5 years in business operations, corporate development, or strategy roles.”
“Experience driving cross-functional initiatives and optimizing business processes.”

Best Practices Examples 6

Leadership — Best Practices

Emphasize scale and scope of leadership (team size, budget, org complexity).
Include years of experience leading teams or managing functions.
Specify impact and outcomes (growth, transformation, or major launches).
Highlight company pedigree only when relevant to performance signal.
Avoid generic “proven leader” language — specify type of leadership (e.g., scaling early-stage orgs, leading transformation).

Example Qualifications

“10+ years in sales leadership, including 5+ years leading SMB or mid-market teams.”
“Experience driving double-digit revenue growth and scaling teams across regions.”
“Track record of developing managers and building high-performing sales orgs.”
“7+ years leading product operations or go-to-market strategy.”
“Experience at B2B SaaS companies with over $200 million ARR with focus on operational excellence.”
“Ability to translate strategic vision into executable plans with measurable outcomes.”

Feeling Stuck?

Below are answers to frequently asked questions about Hiring Assistant

Can I add Hiring Assistant to an existing project?

Absolutely! Adding Hiring Assistant to an existing project is easy – and we highly recommend it.

Here’s how:

Go to your project
Open Project Settings
Under Workflow Settings, select Add Hiring Assistant
If you don’t see the option, make sure you’re the project owner first.

And don't worry about Hiring Assistant disrupting your existing work. Hiring Assistant is built to enhance your projects, not interfere.

Why are no candidates appearing after I added Hiring Assistant to my project?

If you add Hiring Assistant to an existing project, you then need to define your qualifications. Without your qualifications, Hiring Assistant does not know who to look for. View our Qualifications Tip Sheet for best practices.

After you set your qualifications, Hiring Assistant works behind the scenes – running multiple sourcing strategies at once. Within about 20 minutes, you’ll see qualified candidates in your first pipeline stage.

Will Hiring Assistant source people who have been recently InMailed or applied to my job?

Hiring Assistant automatically excludes candidates who have InMail history from the last 3 months. Want to adjust that? Add a qualification like: “Exclude candidates who have message history from the last 6 months.”

Also, if your Hiring Assistant project is linked to a job post, it will automatically exclude anyone who’s already applied or started an application when sourcing new candidates.

Do I need to provide feedback on every candidate that Hiring Assistant sources?

No. While archiving candidates and providing feedback on why a candidate is unqualified is good practice, you don’t have to repeat the same feedback for every candidate. Remember, providing high-quality feedback is more impactful than focusing on giving feedback in large quantities.

For answers to additional Hiring Assistant questions, visit our Help Center or ask a question in the Community.