Operator's Compass
- 01
How to design a coding assessment that holds up against AI-assisted candidates
A coding assessment that holds up against AI-assisted candidates needs four layers working together - not a proctoring tool layered on top. The operational guide for building each layer.
- 02
How to structure a multi-stakeholder campus hiring programme that actually produces good hires
Campus hiring at meaningful scale is a multi-stakeholder coordination problem first, candidate volume processing second. The operational sequence for designing drives that produce hires the organisation actually wanted — stakeholder mapping, cohort architecture, assessment configuration, calibration protocols, execution sequencing, post-campus integration.
- 03
How to migrate from Moodle (or any open-source LMS) to a SaaS LXP
Migrating from Moodle to a SaaS LXP isn't content transfer — it's programme migration involving extraction, configuration, parallel operation, phased cutover, and post-migration consolidation. The operational sequence for migrations that actually deliver the value justifying the move, written from the destination platform perspective.
- 04
How to build a structured interview rubric that produces consistent hiring decisions across panels
A structured interview rubric that produces consistent hiring decisions is an operational system, not a scoring template. Four components working together — competency definitions tied to role requirements, behavioural evidence indicators, anchored scoring bands, and panel calibration discipline. The operational sequence for building rubrics that hold up across panels and over time.
- 05
How to set up KPI-driven learning paths for sales onboarding
A sales onboarding programme that reduces ramp time and produces consistent rep performance is a system that translates business KPIs into learner indicators, designs learning paths that produce those indicators, and measures the path against business outcomes continuously. The operational sequence for designing onboarding from KPIs rather than from curriculum.
- 06
How to design behavioural assessments for junior and mid-level hiring
Behavioural assessments answer a different hiring question than technical assessments. Technical assessments evaluate whether a candidate can perform the work. Behavioural assessments help organisations evaluate how candidates approach decisions, collaboration, ambiguity, communication, and role-relevant workplace situations. For junior and mid-level hiring, behavioural evaluation is often less structured than technical evaluation despite having a significant impact on long-term hiring outcomes