The first outing for this talk was at Deliver Sessions 17th July 2025 in Manchester. It’s based on all the outcomes from the Leaders Lab series from 2024/2025. Links from the talk: Miro Board of the talks / Slides I used miro to present, included are my slides and a bit of a stickies flow… Read More Where do we draw the line at Potential?
Create a word document for each person that includes: Think of this as a long, version of the interview process where someone can prove their skills. Take a version of the next level up when someone feels they are ready for promotion. Use this document for 1:1’s to speak about what the colleague has been… Read More Personal Expectations and Performance record
If your company doesn’t already have a career progression framework, you can check out https://progression.fyi/ for some inspiration. Lots of organisations have published their frameworks on there. As you make hires and create the expectations, as well as the interview form and questions, around a role, you should be able to link it to the… Read More Career Progression Framework
Your company has its own way of doing things, and a good hire knows that. There might be a company induction, but what about any specific engineering standards? Or team ways of working? In some organisations we have taken on a cohort of people at the same time in order to run a group training… Read More Onboarding to ways of working
I’ve spoken about hiring for potential and where do you draw the line? In my recent posts about how I approach the Hiring Process, which helps for when you’re bringing people into your team, but then what? Now you have someone in the team, it’s important for them to understand what’s expected of them and… Read More Engineering Team Development Framework
Don’t see the drain New recruits, whether early careers or someone who needs a bit of upskilling (whether it’s technical or the domain) come with something you lack – that’s diversity of thought. See the new hires as a new perspective, new questions, challenging the status quo. A senior engineer being asked “why do you… Read More Why should you care about hiring for potential?
Here’s an example of something to send out to the candidate. Interview Process Once we have reviewed your CV and decided to progress, the interview process will follow: Next Steps We’d like to invite you for an initial call with us to discuss if this is the right fit. We have included further information about… Read More Pre-interview Information
Purpose of Document To build upon the job description to help work out what needs to be included in the interview form, to help with selecting candidates and to help agencies with finding the right candidates. Sourcing candidates Think about where you’ll be finding candidates. Do not put on generic job boards such as Indeed… Read More Example Vacancy Brief
When you know you need to hire a new role, here’s some things to start thinking about Vacancy Brief Pre-read for candidates Job Ad Interview Process and Form Technical Test Opportunity for team and candidates to meet Arrange interview slots Release job ad Now you’ve got everything ready for when you do start getting candidates… Read More Hiring Framework
Over the course of 2024 and into 2025 in my role at T5 Digital we partnered with Inara Talent to explore the topic of “Where do we draw the line at potential” through the Leaders Lab Series. We explored the topic with 3 events: The Roundtable Through conversation with leaders from around Manchester, we identified… Read More Leaders Lab – Hiring for Potential
Gemma Cameron 