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Every organization already has a hiring decision method — it is just usually unwritten, and it usually means “whoever is most senior in the room”. The decision module makes the method explicit and records how the decision was actually reached. It is a general-purpose module: hiring is its most common use, but the same methods run budget allocations, policy changes, and team agreements. See Decision making for the module in full.

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Methods available for a hire

One named person decides, but only after seeking advice from everyone affected and everyone with expertise. The advice is recorded; the decider is not bound by it but is accountable for having heard it.
Participants rate their resistance to each candidate rather than their enthusiasm. The option with the least total resistance wins. This surfaces the “nobody’s favourite but nobody objects” outcome that majority voting hides.
Straight voting, with a 2/3 or 3/4 threshold when the decision warrants it.
Distribute a fixed number of dots across candidates. Useful for narrowing a shortlist rather than making a final call.

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What gets recorded

  • The method used, chosen before the vote rather than after.
  • Who participated and who was invited but did not.
  • Each participant’s input — vote, resistance rating, objection, or advice.
  • The outcome and the rationale.
That record is what you have if the decision is questioned later — internally, or by a rejected candidate.

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Connecting the decision to the hire

Once a decision resolves in favour of a candidate:
  1. The application is marked hired.
  2. A pre-boarding journey starts, capturing the agreed terms.
  3. The remaining candidates can be rejected in bulk, each in their own locale.
The module does not compute a “best candidate” score and it will not rank people for you. AI assistance in recruitment surfaces evidence and criteria; the decision stays with the people making it. See AI transparency.