SGD Applicant Tracker & Leveling Engine

Hiring plan — SGD

The defined interview process. Each candidate's progress through these rounds is tracked in their profile (open any candidate → Hiring plan progress). Rounds beyond the case study are TBD.

Pipeline stages mirror these rounds: New → Dakota Screen → Sarah Connect → Case Study → Offer → Hired / Passed. Set a candidate's stage on their profile to move them along; mark each round Scheduled/Complete in the round tracker for detail.

Value-input weights

These are the "value inputs" every candidate is scored against. Weights must total 100 — tune them to your hiring priorities; every candidate re-levels instantly.

Levels & comp bands

A candidate's weighted composite (0–100) maps to a level. Each level carries a comp band anchored to the JD. Target comp is graded against the band the candidate earns, not the band you hoped for.

Internal equity reference from the JD — context only

Where SGD sits relative to adjacent roles. Keep OTE convergence in mind when a candidate levels high.

Scoring rubric — anchored descriptors

Use the same anchors for every candidate so scores are comparable across the pipeline. 1 = Gap, 3 = Meets the bar, 5 = Exceptional. Derived from the SGD JD "Required Capabilities" and owned KPIs.

Hiring plan — SGD

Value-input weights Reset defaults

Levels & comp bands Reset defaults

Internal equity reference from the JD — context only

Scoring rubric — anchored descriptors

Value-input weights

Levels & comp bands