> ## Documentation Index > Fetch the complete documentation index at: https://docs.ascern.io/llms.txt > Use this file to discover all available pages before exploring further. # How Hire works > The working method behind Hire: jobs in, CVs out, and where each step lives in the app. Hire follows one method, the recruitment lifecycle John teaches at Saigon Talent: **jobs in, CVs out**. Business development brings jobs in. Delivery turns each job into CVs a client wants to meet. Everything else in Hire is there to keep those two moving and to count them. Flo, Hire's assistant, does the reading and drafting. It proposes, and you approve. Nothing Flo suggests changes a record until you say yes. See [How Flo proposes and you approve](/guides/explanation/flo-approvals-and-undo). ## The lifecycle | Step | What you do | Where it lives in Hire | | - | - | - | | 1. Hunt | Pick an industry, list the companies big enough to hire through you, and work them top-down in tiers | **Companies › Targets**, Tier 1, 2 and 3 | | 2. BD calls | Call decision-makers every day, against a daily minimum | Today's **BD calls today** line, **Log activity** (⌘ E), **BD status** on Contacts | | 3. Briefing | Meet the client, ask the briefing questions, record the call | **Meetings**, Flo's brief, Echo, then the Job Flo proposes | | 4. Calibration search | Run a first search, judge it, and teach Flo what a good profile is before you search wider | The Job's **Find candidates** tab, **Keep on Long list** and **Skip** with reasons | | 5. Interviews | Screen 7 to 10 people to find 3 to 5 worth sending | **Meetings**, the brief's **Questions to ask**, the Job's **Pipeline** | | 6. CV out | Format each CV in your house style and write the email for the client | **CV out** on the Job, **Mark as sent** | | 7. CCMs | Follow each candidate through the client's rounds | **CCM**, the rounds on the Job | | 8. Close | Offer, placement, invoice and aftercare | **Offer**, **Placed**, **Placements**, **Dashboard** | ## Hunt: top-down BD John's training starts from the market, not from a job. You choose an industry or a function, list about 50 companies, then rank them. Tier 1 is the 3 to 6 companies you work hardest, Tier 2 the next 6 to 15, and Tier 3 the rest. For each company you map the decision-makers: the CEO or GM, the HR director, the TA lead and the hiring managers. In Hire, ask Flo for the list and approve it once. Each company becomes a **Target** at its tier, with its decision-makers from your Contacts. Each Contact carries a **BD status**: **Not contacted**, **Called**, **Met** or **Active**, once they give you a job or a CV. Decide per company whether you headhunt from it or place into it, never both. While a company is a Target, Hire's searches leave out its people, as they do for clients. Its **Headhunting** field, **Headhunt from** or **Place into**, overrides that. * [How to build a target list with Flo](/guides/how-to/build-a-target-list-with-flo) * [How to track a target company](/guides/how-to/track-a-target-company) * [How to see who you have contacted](/guides/how-to/see-who-you-have-contacted) ## Daily targets The training sets daily minimums: 10 BD calls, 2 candidate interviews and 3 CVs out, and a placement a month. Each month's target is last month's figure plus 50%. An Owner, Admin or Manager sets the numbers in **Settings › Targets**: BD calls and candidate interviews a day, CVs sent a week and placements a month. Each consultant sees the day's count on Today, such as "4 of 10 BD calls today", and the Dashboard counts the rest. Log every call, on any channel, with ⌘ E. A logged call is what the count reads. * [How to set a daily BD calls target](/guides/how-to/set-a-daily-bd-target) * [How to log activity](/guides/how-to/log-activity) ## Briefing When a client has a role, you brief: replacement or new role, why earlier searches failed, the team, the package, the interview process and the hiring manager. Flo writes a brief for the meeting 2 hours before it, in **Needs you** on Today. Echo records the call. Flo then reads the transcript and proposes the Job, with its salary, fee, rounds and must-haves, each quoting what the client said. You approve it, and the Job opens in **Briefing**. * [How to prep with the meeting brief](/guides/how-to/prep-with-the-meeting-brief) * [How to create a job from a client briefing call](/guides/how-to/create-a-job-from-a-briefing-call) * [How to set rounds and the fee](/guides/how-to/set-rounds-and-fee) ## Calibration search Before you search wide, calibrate. Confirm the Job's **Ideal candidate**: 3 to 8 ranked must-haves in plain words, not Boolean strings. Then run a first search on the Job's **Find candidates** tab and judge what comes back. Keep the good profiles with **Keep on Long list**. Give feedback only on the bad ones: **Skip** asks why, with reasons such as **Too senior**, **Too junior** and **Job hopping**. Keep needs no reason. After five decisions with a reason, Flo proposes a change to the ideal candidate for the next search, and you confirm or discard it. Search again with **Find more people** once the first results look right. Tell Flo hard criteria in your own words, such as nationality, where someone may work, location and languages. Every later search keeps them until you change one, and Flo says when it does. Applicants from job boards go through the same check. With CV review on, Flo reads each CV against the must-haves, and you progress or reject from **To review**. * [How to confirm the ideal candidate](/guides/how-to/confirm-the-ideal-candidate) * [How to review applicants](/guides/how-to/review-applicants) * [How to post a job to job boards](/guides/how-to/post-to-job-boards) ## Interviews and CV out Screen the people you kept: push and pull factors, current and expected salary, notice. Before each call, the meeting brief proposes questions. Tick the ones you will ask and send them to Echo. When you decide to submit someone, open **CV out** on the Job. Flo picks who is ready, formats each CV in your template with the contact details removed, and drafts one email per candidate: three or four points of fit, then salary and notice. You send the email. **Mark as sent** moves them to **CV sent** and adds a Task to chase the client. * [How to format a CV](/guides/how-to/format-a-cv) * [How to send a CV to a client](/guides/how-to/send-a-cv-to-a-client) ## CCMs and closing A CCM is a candidate meeting with the client. Each one has a round (1st, 2nd, final) and a format (interview, group interview, case study) from the briefing. When the client says yes, log it, for example "client said yes, interview Tue 3pm". Flo proposes the booking and the prep and keep-warm Tasks. **CCM** lists everyone who is with a client, across every Job. At offer, move the candidate to **Offer**, then **Placed**. Flo proposes the Placement with its start date, guarantee and fee, and Hire adds the invoice and check-in Tasks from its dates. * [How to follow candidates at the client on CCM](/guides/how-to/track-interviews-on-ccm) * [How to log client feedback](/guides/how-to/log-client-feedback) * [How to record an offer](/guides/how-to/record-an-offer) * [How to manage a placement](/guides/how-to/manage-a-placement) ## The words Hire uses | John's word | Hire's label | | - | - | | Target list, tiers | **Companies › Targets**, **Tier** | | Contact status | **BD status**: Not contacted, Called, Met, Active | | Headhunt from or place into | **Headhunting** on the Company | | Job brief | The Job, in **Briefing** | | Search parameters | **Ideal candidate**: must-haves, nice-to-haves, red flags | | Shortlist | A search on **Find candidates**, then **Long list** and **Short list** on the Pipeline | | Bad profile, jumpy | **Skip** with a reason, such as **Job hopping** | | CV out | **CV out**, then **CV sent** | | CCM | **CCM**, and the Job's rounds | | The job board | Today's **Jobs**, with each Job's next step: **Shortlist**, **Reach out** or **Send CVs** | This documentation is built and hosted on [Mintlify](https://mintlify.com), a developer documentation platform.