Hiring Process Checklist (UK): A 4-Week Recruitment Timeline That Works
Hiring should feel straightforward.
But too often it turns into delays, diary clashes, extra stages, and weeks of “just one more chat”.
This guide lays out a clear 4-week hiring process for UK tech, product and design roles so you can hire well, keep candidates engaged, and avoid losing great people at the finish line.
TL: The 4-Week Hiring Timeline
Week 0: Align internally (scorecard + salary + stages + decision owner)
Week 1: Shortlist 6–8 quality candidates and book interviews immediately
Week 2: Run first-stage interviews + feedback within 48 hours
Week 3: Final stage that adds value (not repetition) + decide fast
Week 4: Offer within 24 hours + close properly to avoid counteroffers
Why hiring processes tend to fail
The most common reasons UK hiring processes break:
• The role goes live without internal alignment is done
• “Must-haves” become unrealistic and keep changing
• Interview stages multiply mid-process
• Feedback takes too long
• Offers get stuck in approvals
• Silence creates doubt → counteroffers win
The 4-week hiring process
Week 0 (48 hours): Align before going to market
This step prevents most wasted hiring time.
Before speaking to candidates, get these locked:
1) Outcomes for the first 6–12 months (3 max)
Map out what you expect from this hire within the first 12 months.
If you can’t describe outcomes, you can’t assess candidates properly.
2) Must-haves vs flexible (cap must-haves at 5)
More than 5 “must-haves” usually means you’re describing the perfect person, not the hire you can actually make.
3) Salary range approved + what you can flex on
Decide now: base salary range, bonus/equity (if relevant), hybrid/remote expectations, start date flexibility, what a “stretch offer” looks like.
4) Interview stages locked (keep it simple)
Best practice for most roles:
• Stage 1: structured interview (competency + role fit)
• Stage 2: final stage (practical or deep dive)
• Optional: short task only if needed
5) One decision owner named
One person owns: shortlist approval, interview decisions, final yes/no call.
Week 0 deliverable: a 1-page hiring scorecard. Skills, behaviours, dealbreakers, and what “excellent” looks like.
Week 1: Shortlist properly (quality > volume)
Build a shortlist of 6–8 strong profiles. Schedule interviews as you shortlist. Share the timeline with candidates.
Fast reality check: If you reject 5 profiles in a row, your brief isn’t clear. Fix the brief, don’t keep searching.
End of Week 1 target: 6–8 shortlisted, 4–6 interviews booked.
Week 2: First interviews
Stage one exists for one reason: progress or no.
Run it structured: 30 to 60 minutes, consistent question themes, score immediately after.
The non-negotiable rule: feedback within 24–48 hours.
End of Week 2 target: top 2–3 candidates into final stage, clear “no” on the rest.
Week 3: Final stage - validate performance, don’t repeat stage one.
Pick ONE format that fits the role:
- Software engineering: pairing session, realistic system design, debugging / code review walkthrough.
- Product: prioritisation case, roadmap trade-offs, stakeholder scenario + metrics reasoning.
- Design: portfolio walkthrough focused on outcomes, case study deep dive, collaboration scenario with PM/Eng.
End of Week 3 target: finalist chosen, decision ready within 24 hours.
Week 4: Offer and close - where hiring usually collapses
Offer process that works:
• Verbal offer same day you decide
• Written offer within 24 hours
• Confirm start date and plan around notice periods
• Confirm first-week plan
Reduce counteroffers and dropouts: consistent contact until day one, clear onboarding plan, manager involvement early.
4-Week Hiring Process Checklist
Week 0 — Alignment (48 hours)
✅Outcomes agreed (3 max)
✅Must-haves capped (5 max)
✅Salary range approved
✅Interview stages locked
✅Decision owner named
✅scorecard created
Week 1 — Shortlist
✅shortlist of 6–8 built
✅interviews booked immediately
✅timeline shared with candidate
Week 2 — Stage 1 interviews
✅Structured interviews completed
✅Feedback within 48 hours
✅Finalists selected
Week 3 — Final stage
✅Final stage adds value (not repetition)
✅Decision made within 24 hours
✅Offer terms aligned internally
Week 4 — Offer + close
✅Verbal offer same da
✅Written offer within 24 hours
✅ Pre-start contact begins
FAQs
How long should a hiring process take in the UK?
Most UK hires should take 2–4 weeks from shortlist to offer.
What’s the best hiring process for tech roles?
Two stages works best: Stage 1 structured interview, Stage 2 practical deep dive.
How do you reduce candidate drop-off?
Move fast, set expectations, and give feedback within 48 hours.
How do you speed up time-to-hire?
Lock salary, stages, and decision ownership before you go to market.
How do you avoid counteroffers in Q1?
Consistent pre-start contact, clear onboarding, and a strong manager connection
Better still, want help running a 4-week process like this?
Email hello@reggiecole.io and we’ll be more than happy to map it to your role and timeline. 👋🏼
