ROLE SCOPE
The work to do.
What will this person own? Start with the responsibilities and day-to-day demands of the role.
What they will own
SOULERA / HIRING
Know what to ask.
Hear what matters.
Bring role clarity, candidate context and thoughtful interview preparation into one hiring journey. Give your team a shared starting point—and each candidate room to be understood.
BEHIND EVERY CV IS A PERSON.
Make the conversation count.ROLE CALIBRATION / ALIGN BEFORE YOU BEGIN
Agree what the role
really needs.
Give the hiring team a shared starting point. Define the role, its context and the priorities you want to explore before reviewing candidates.
THREE LENSES / ONE SHARED BRIEF
Aligned before candidate reviewTEAM CONTEXT
The context around it.
Who will they work with? Consider the department, level and environment that shape the job.
Where the role sits
HIRING FOCUS
The priorities that matter.
Which expectations deserve attention? Agree the role’s focus and carry that context into the interview.
What matters now
SHARED ROLE BRIEF
Aligned questions. Consistent conversations.- Role
- Context
- Priorities
CANDIDATE INVITATIONS / START WITH CLARITY
A clear invitation.
A considered first step.
Explain the purpose, guide the candidate through their submission and keep the next step clear. Give people the context they need to take part.
01
Clear from the first contact.
TWO FLEXIBLE PATHS
Choose what fits your hiring process.INVITE DIRECTLY
Let candidates take the next step.
Share a personal invitation link with clear context and writing guidance. Candidates can submit their sample through the invitation.
COORDINATE THROUGH HR
Support submission through HR.
When HR coordinates the process, add the candidate’s sample directly. Keep the submission connected to the right person and role.
VISIBLE PROGRESS
Know when to follow up.Keep invitation progress clear for the whole hiring team.CANDIDATE REPORTS / KEEP THE CONTEXT CONNECTED
A report opens the conversation.
The person brings it to life.
Read handwriting-based reflections alongside the role and submitted sample. Turn interpretations into questions, with room for the candidate’s own perspective.
Understand the approachTHREE PERSPECTIVES
One considered conversationSTARTING CONTEXT
The role
The responsibilities and expectations that frame the discussion.
What the work asks
LIVED EXPERIENCE
The person
Their experience, examples and own perspective on how they work.
What the candidate says
REFLECTION PROMPTS
The report
Reflections to explore alongside the sample and role context.
What to explore
CONVERSATION PRINCIPLE
Use every reflection to ask a better question.INTERVIEW PREPARATION / FROM QUESTIONS TO EXAMPLES
Go beyond
the first answer.
Prepare role-relevant prompts that invite real examples. Follow the candidate’s experience, ask what happened and build your own understanding.
“Tell me about a timeADAPTABILITY
EXAMPLE QUESTION
the priorities changed
halfway through your work.”Role relevant Open ended
FOLLOW THE EXAMPLE
Let each answer shape the next question.SITUATION
What changed?
Understand the situation and the constraints the candidate was working within.
ACTION
What did you do?
Explore the candidate’s own actions, choices and contribution.
OUTCOME
What happened next?
Ask about the outcome, what they learned and what they would do differently.
CANDIDATE COMPARISON / A CONSIDERED REVIEW
One role.
Every candidate’s
own story.
Review candidate reports against the same role expectations. Bring comparable interview examples and work samples into the discussion, while keeping each person’s context in view.
COLLABORATIVE REVIEWCompare the evidence.
Keep the person in view.
Keep the person in view.
BRING INTO THE ROOM
ROLE EXPECTATIONS
One shared starting pointINTERVIEW EXAMPLES
What each person experiencedWORK SAMPLES
Evidence the team can discuss
QUESTIONS, ANSWERED
Before your
next hiring round.
A few things to know about bringing SoulEra into the conversation.
What should we agree before inviting candidates?
Start with the role, department and level. Agree the priorities you want to explore, so the hiring team brings a shared context into candidate conversations.
How should candidate reports be used?
Use reports to prepare questions alongside the candidate’s examples and role-relevant evidence. Handwriting interpretations are not validated measures of performance or selection suitability.
Can we explore the full journey in a demo?
Bring a role your team is hiring for. We’ll walk through role context, candidate invitations, report interpretation and interview preparation, and discuss where SoulEra could fit.
HIRING FOR HR AND TALENT TEAMS
Start with the role.
Make space for the person.
See how the hiring journey could fit your team.