Every January, traffic to job boards and careers pages climbs as professionals commit to a fresh start. Employers who prepare a focused campaign convert this surge into high quality hires. This playbook shows how to plan and execute a four week sprint that respects candidate time while protecting hiring standards.
Week 0 – prep before New Year
- Finalise job descriptions with outcomes not just duties.
- Build interview scorecards for SDR, AE and AM roles.
- Block interviewer calendars for the first two weeks of January.
- Draft offer templates with pre approved ranges and benefits.
- Prepare a candidate pack explaining mission, hybrid policy and progression.
Week 1 – go live
- Publish adverts with UK location clarity and salary bands.
- Launch referral messages, re engage silver medalists and warm talent pools.
- Start passive outreach with short personalised notes and one clear call to action.
- Phone screen within 24 to 48 hours of application to keep momentum.
Week 2 – assess
- Run structured first interviews using the scorecard.
- Set a 10 minute role play relevant to your ICP to observe discovery, value and next steps.
- Shortlist quickly and schedule finals while interest is high.
Week 3 – decide
- Hold a same day debrief after finals.
- Make a verbal offer within 24 hours.
- Send written terms with transparent base, OTE and accelerators.
- Begin pre boarding with tool access and manager intro.
Week 4 – onboard
- Share a 30-60-90 plan with Q1 targets, enablement sessions and a buddy.
- Book first call reviews and territory planning workshops.
Tip: Communicate timelines clearly. January candidates often juggle multiple processes – decisive, respectful communication stands out.