Recruit is chosen, not assumed
You get here only after comparing it with developing, redistributing, process change, AI, outsourcing and offshoring for that specific gap.
The Recruit route
Recruiting is one option. This is what happens if you pick it.
MyTeamGPT is a decision-support product, so hiring is deliberately downstream. Once the evidence says a new person is the proportionate answer, the role writes itself around the gap you already described.
What must a new person add?
The role is written from the gap upward: the contribution the team is missing, not an edited copy of an old job description.
Role mission
One clear sentence describing what this person is here to change.
Capability required
The capability that actually matters for the gap, separated from the nice-to-haves.
Structured interviews
Consistent stages, topics and questions, so candidates are assessed on the same things in the same way.
Evidence, not impressions
Interviewers record what they observed against the criteria, and candidate data is kept separate from your team information.
Hiring profile
ExampleGap this answers
Delivery ownership is unowned and the need has held for two quarters.
Role mission
Make delivery predictable, so commitments to customers hold.
Capability required
- Planning and sequencing work across several parallel projects
- Holding scope and surfacing risk early
- Working with engineering and commercial without formal authority
How candidates are assessed
Against these criteria, with recorded evidence — never against a personality profile or a working style.
MyTeamGPT does not make employment decisions and offers no compliance guarantees. It gives you a consistent, well-recorded basis for the decisions you make.
Start before the job advert.
Map your team, find what is missing and see whether recruiting really is the best way to solve it.