01
Diagnose
Understand the role / problem
Start with the business problem, backlog, missed work, capacity gap or outcome the hire is meant to improve.
Problem → role hypothesis
How Baaraku works
From “we need help” to the right person working.
A clear role. A focused search. Evidence before interviews. A structured launch. Then support and scale when the engagement calls for it.
01–02DiagnoseProblem → role
03–05FindSource → shortlist
06–07DecideInterview → select
08–10Launch & scaleOnboard → grow
The journey at a glance
Ten steps. One continuous path.
Scan the process in seconds. Select any step for the deeper explanation below.
01Understandthe role / problem02Definerequirements03Sourcetalent04Assesscapability05Shortliststrong matches06Interviewthe finalists07Selectthe right fit08Onboardinto the workflow09Supportwhere applicable10Scalewith evidence
DiagnoseFindDecideLaunch & scale
What happens beneath the overview
Each handoff should reduce uncertainty.
The exact assessment, onboarding and support layer changes with the role and engagement. The sequence stays useful because every step should produce clearer evidence for the next decision.
02
Diagnose
Define requirements
Turn the problem into responsibilities, schedule, tools, experience, communication needs and decision boundaries.
Role brief → search criteria
03
Find
Source talent
Search the relevant talent market against the brief instead of sending a generic database of available profiles.
Search criteria → candidate pool
04
Find
Assess capability
Review evidence that matches the work: experience, communication, work samples, practical tasks or technical checks where appropriate.
Evidence → assessment signal
05
Find
Shortlist strong matches
Reduce the pool to candidates who meet the agreed requirements and are worth the client’s interview time.
Assessment → shortlist
06
Decide
Interview the finalists
The client meets shortlisted candidates, tests working chemistry and explores role-specific judgment.
Shortlist → interview evidence
07
Decide
Select the right fit
Confirm the preferred candidate, commercial terms, availability, schedule and any final checks required for the engagement.
Interview evidence → selection
08
Launch & scale
Onboard into the workflow
Align access, tools, expectations, communication rhythms, first priorities and the early success plan.
Selection → working launch
09
Launch & scale
Support where applicable
Depending on the engagement, Baaraku can support workforce administration, continuity, coordination or agreed performance routines.
Operating data → support actions
10
Launch & scale
Scale with evidence
Add responsibility, specialist capacity or additional roles when workload and performance show what the business actually needs next.
Performance → next capacity decision
Assessment & vetting
The assessment should look like the work.
A customer-support role, executive assistant role and software-engineering role should not be evaluated with the same test. Baaraku uses the role brief to determine which evidence matters before a candidate reaches your shortlist.
01Experience evidence
Comparable responsibilities, environments, tools or outcomes.
02Communication
Clarity, judgment and channel fit for the actual role.
03Practical capability
Tasks, work samples or technical checks when useful.
04Operating fit
Schedule, setup, expectations and working rhythm.
What you own / what Baaraku supports
You keep the hiring decision. We reduce the noise around it.
Business judgment
Priorities, role approval, interviews, final selection, systems, policies and the business outcomes the hire needs to support.
Hiring execution
Role clarification, sourcing, screening, assessment coordination, shortlist development, interview coordination and agreed onboarding/support activities.
Where do you enter?
You do not need a finished job description.
Bring the problem, recurring work, role idea or capacity gap. The first step is turning that into requirements we can actually search and assess against.