The Ultimate Coda Handbook for Recruiting Teams

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The Ultimate Guide for Recruiting in Coda

Mastering the Hiring Game: How leading companies use Coda to supercharge their recruiting teams.

SSM’s suggestions:

shouldn’t be coda on coda > what best companies do beyond coda

driving the why through each part

actionable set of patterns. ex. stick me in a corner, how do i run a product team on coda, i’d tell you to do these 4 things. then hade debate on what format of that page should be.

opinionated - coming from kenny and/or harry - run a class, etc.

bar is rituals for hyper growth doc, earn right to be tactical. who are you, why do you have credibility.

litmus test - pretend you’re giving the talk. what would you say in your video?

title > headings > images

Run your end to end recruiting process on Coda and position yourself as a strategic talent partner for your business.

Less manual work means theres more time for activities that lead to better and faster hiring outcomes. You can leverage Coda in every part of the recruiting process —from headcount planning, opening a role, building top of funnel, managing pipeline, aligning stakeholders, tracking offers, and closing your next star candidate.

Coda’s flexibility as an all-in-one platform for teams blends the best of docs, spreadsheets, and apps - allowing you to design more strategic and centralized processes that works for your team. It removes the need to jump between email, spreadsheets, Slack, and docs in order to track roles and candidates in process, and the time that was spent on manual tasks can now be used more strategically.

Below we’ve highlighted six areas where Coda adds lift, and we’ve linked the accompanying templates to get started with today.

1: A comprehensive role kickoff will prevent your search from going off the rails.

Running a great role kick off is critical to starting your next job search. It ensures the proper alignment on all the key elements from the start, both externally as you market the search, and internally as you and your hiring team assess a slate of candidates. Use a role kickoff template where the recruiter, sourcer, coordinator, and hiring manager work through each critical element of the search, identify gaps, and make sure best practices are implemented from the start.

Key templates to run a role kick off:

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Role Kick Off Template⁠

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Learn more here
`Kicking off a Role`⁠

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2: Run your searches like a strategic partner, not a paper pusher.

As a talent partner, our job is to equip our hiring managers and set them up for success. Stakeholder management is a key part of recruiting effectively, and pipeline syncs are the best forums to set the right tone. Ensure that everyone leaves those meetings feel like key decisions were made, blockers cleared, and confidence about the hiring process stays high.

Key templates to run a hiring sync:

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Hiring Sync Template⁠

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Hiring sync Template (no GH integration)

Candidate Hiring Hub (no GH integration)

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Learn more here
`Running Hiring Syncs`⁠

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3: Don’t expect great talent to fall in your lap. Go out and find them.

Supplement your inbound pipeline with top-quality sourced passive candidates. Sourcing jams are a high ROI way to tap into your team’s networks. Our Sourcing Jam Template will make sure no rock is left unturned when it comes to prospecting. Now this might sound manual, but our team runs the process plus a very effective ‘sending on behalf of’ outreach all from a Coda doc.

Key templates to run a sourcing jam:

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Sourcing Jam Template⁠

Who knows Joe (maybe drop)

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Learn more here
`Sourcing`⁠
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4: Harness the power of live updates to manage your pipeline with ease.

Managing and staying on top of your pipeline shouldn’t mean that you have to manually gather and update this information. Use a centralized tracker that can integrate with your team’s tools and bring it all into one place, giving you all the live details you need to manage multiple roles. The candidate pipeline tracker template can pull in a view of applications, stage, interviews, and notes for any role. This will allow for easy analysis on what part of the funnel requires tweaking, where blockers might be occurring, and give your team a live time update on the status of scheduling and scheduled interviews.

Key templates for pipeline management:

Simple Pipeline Tracker (no ATS integration)

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Candidate Pipeline Tracker Template⁠

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Learn more here
`Managing your Pipeline`⁠
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5: Elevate your candidate experience: Create exceptional experiences, inside and out.

It’s the little gestures that dazzle, and every interaction with your candidate matters. Each outreach, conversation, and interview should leave candidates with a more positive and stronger impression of your company. Don’t wait till the offer stage to start selling. A simple ‘About the team’ page, or rich interview guides to share details on the interview schedule, focus areas, and helpful tips and tricks can reinforce that positive experience. These assets are both easy to design and create in Coda. We also launched a very successful Candidate Champions program that connects candidates with Codans who have volunteered to be resources and speak more about their experience on the team or resources for underrepresented groups. Internally, we make sure the hiring team and interviewers are feeling equipped to not only assess for the role, but also how to navigate best practices that are DEI focused.

Key Templates for candidate experience:

About the Team Template - Candidate Guide

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Candidate Interview Guide⁠

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Candidate Champions Program

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Learn more here
`Providing Great Candidate Experience`⁠
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6: Transparency breeds success: Win-win closings for satisfied candidates.

Finding the best candidates for your roles is the beginning, and closing them is the name of the game. Here are some key strategies on how to close your candidates, from tracking and managing open offers, to making sure they get the most competitive comp package. When it comes to offer details, companies often keep candidates in the dark on key information on equity value. We believe that equipping candidates with a better understanding of their total comp package, treating them like investors in the company, and giving them control to decide what the best choice is for them is the way to go. Closing starts way before the offer stage, and this will help you get your candidates past the finish line.

Key templates for offer management:

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Candidate Offer Tracker Template⁠

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Learn more here
`Closing your Candidates`⁠
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