Hiring in Product Management

• IC PMs

  APMs · PMs · Senior PMs · Staff PMs · Principal PMs

• Specialist

  Platform PMs · Growth PMs · Data/AI PMs · Technical PMs

• Leadership

  Group PMs · Directors of Product · VPs Product · CPOs

• Surface fluency

  B2B, consumer, platform, growth and data product are distinct disciplines — never merged in scoring.

• Outcome vs output

  Rubrics capture measurable outcomes owned — activation, retention, revenue — not just launches.

• Founding vs scale

  0→1 founding PMs and scale-stage optimisation PMs reward different signal — captured at intake.

• Output theatre

  Roadmap slides and Jira ticket counts are easy to pad. Rubrics look for the metric moved and the decision behind it, not activity volume.

Every candidate is scored against the role's rubric, and every score points back to a specific line in the CV. For product management, these are the signals that carry weight:

• Surface-specific rubric
• Outcome evidence captured
• 0→1 vs scale separated

1. A ranked set of candidates, each with a score and the evidence behind it.
2. Eligibility checks resolved before the candidate reaches you — right to work, credentials, location model.
3. Salary expectation against your band, stated plainly, before you invest interview time.
4. One decision per candidate: advance, hold or decline, reversible for a short window.

Candidates stay invisible to you until we've reviewed them for your specific role, and contact details are released as a separate step.