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Hiring Profile Template
Copy and fill this template when defining the ideal Culture Index profile for a role.
Claude Code Knowledge Pack7/10/2026
Overview
Hiring Profile Template
Copy and fill this template when defining the ideal Culture Index profile for a role.
Hiring Profile: [Role Title]
Date Created: [Date] Created By: [Name] Department: [Department]
Role Context
| Factor | Detail |
|---|---|
| Reports to | [Manager name and pattern, if known] |
| Team size | [Current team size] |
| Business stage | [Growth / Consolidation / Turnaround / Stability] |
| Remote/Office | [Remote / Hybrid / Office] |
Role Requirements Analysis
Role-Fit Questions:
| Question | Answer | Trait Implication |
|---|---|---|
| Is this role more macro or micro? | [answer] | A: [High/Low/Norm] |
| Is this role about people or problems? | [answer] | B: [High/Low/Norm] |
| How much repetition is in this role? | [answer] | C: [High/Low/Norm] |
| Does this role require strict process? | [answer] | D: [High/Low/Norm] |
| Does success require analytical detachment? | [answer] | L: [range or any] |
| Does success require novel problem-solving? | [answer] | I: [range or any] |
Ideal Profile
| Trait | Position | Confidence | Rationale |
|---|---|---|---|
| A (Autonomy) | [High/Low/Norm] | [H/M/L] | [why this position] |
| B (Social) | [High/Low/Norm] | [H/M/L] | [why this position] |
| C (Pace) | [High/Low/Norm] | [H/M/L] | [why this position] |
| D (Conformity) | [High/Low/Norm] | [H/M/L] | [why this position] |
| L (Logic) | [range or any] | [H/M/L] | [why this range] |
| I (Ingenuity) | [range or any] | [H/M/L] | [why this range] |
Target Pattern: [Pattern name]
Acceptable Variations
| Pattern | Acceptability | Notes |
|---|---|---|
| [Ideal pattern] | Ideal | [notes] |
| [Alternative 1] | Acceptable | [why acceptable] |
| [Alternative 2] | Acceptable | [why acceptable] |
| [Alternative 3] | Marginal | [trade-offs] |
Acceptable Trait Ranges
| Trait | Ideal | Acceptable | Hard No |
|---|---|---|---|
| A | [pos] | [range] | [extremes to avoid] |
| B | [pos] | [range] | [extremes to avoid] |
| C | [pos] | [range] | [extremes to avoid] |
| D | [pos] | [range] | [extremes to avoid] |
Red Flags (Do Not Hire)
| Red Flag | Why Problematic for This Role |
|---|---|
| [Pattern or trait] | [specific reason] |
| [Pattern or trait] | [specific reason] |
| [Pattern or trait] | [specific reason] |
Team Fit Considerations
Current team composition:
- Gas (High A): [count] people
- Brake (High D): [count] people
- Glue (High B): [count] people
This hire should add:
- Gas (if lacking growth drivers)
- Brake (if lacking quality control)
- Glue (if lacking culture builders)
- Diversity (if team is too homogeneous)
Manager Compatibility
Manager: [Name] - [Pattern]
| Manager Trait | Ideal Hire Trait | Compatibility Notes |
|---|---|---|
| [Manager A] | [Ideal A] | [alignment or friction] |
| [Manager B] | [Ideal B] | [alignment or friction] |
| [Manager C] | [Ideal C] | [alignment or friction] |
| [Manager D] | [Ideal D] | [alignment or friction] |
Interview Focus Areas
Based on ideal profile, explore these areas during interviews:
- [Trait]: [What to probe for]
- [Trait]: [What to probe for]
- [Trait]: [What to probe for]
Using This Profile
With predicted traits (from interview transcript):
- Compare predicted profile to this template
- Note alignment and concerns
- Flag any red flag traits
With actual CI survey (after offer signed):
- Compare actual survey to predictions
- Verify fit against this profile
- Identify onboarding adjustments if needed
Approval
| Role | Name | Date |
|---|---|---|
| Hiring Manager | [Name] | [Date] |
| HR/People Ops | [Name] | [Date] |
Hiring profiles define ideal traits, not rigid requirements. CI is one input - combine with skills assessment, experience review, and culture interview.