In today's fast-paced business environment, staying ahead of the curve in talent management and recruitment strategies is crucial for organizational success. The challenge of finding and retaining top-tier executive talent, while balancing financial constraints, is a puzzle many companies are eager to solve. If you find yourself navigating these complex waters, seeking innovative solutions to enhance your leadership team without overspending, we have something that might just change the game for you.

Introducing our latest eBook: "Fractional Hiring: Revolutionising Executive Roles in Contemporary Organisations". This isn't just any resource; it's a comprehensive exploration into the transformative world of fractional executive hiring:

If you're ready to redefine how your business approaches executive talent and leadership development, our eBook is an essential read. Arm yourself with the knowledge and strategies to not only navigate the complexities of modern hiring but to thrive in doing so. The future of executive hiring is fractional, flexible, and financially savvy – and it's all within your reach.

Download our eBook today and embark on a journey to transform your talent management approach for an era of business agility and innovation. The blueprint for a more dynamic and cost-effective leadership model is just a download away.

Navigating the intricate world of HR budgeting can often feel like walking through a maze. With ever-evolving industry standards, ensuring that every cent is allocated wisely can be overwhelming. If you've been scratching your head over where your HR expenses are heading, it might be time for a fresh perspective.

Introducing our latest HR Budget Blueprint eBook – a comprehensive guide crafted for HR professionals, by HR professionals. This isn’t just another eBook; it's a deep dive into HR budgeting essentials:

So, if you're ready to transform your HR budgeting approach, give our eBook a read. Equip yourself with the knowledge and tools to optimize your HR financial strategy for the year ahead. The path to a streamlined HR budget is just a download away.

Download the FREE resource now!

In the dynamic realm of recruitment, where industries continuously evolve and candidate expectations shift, hiring professionals constantly grapple with the challenge of staying updated and pertinent. Amidst this backdrop, the job interview emerges as a pivotal procedure. Employers rely on it to not only verify the proficiencies claimed in candidates' resumes but also gauge skills, personality traits, and communication abilities. More than a mere skill assessment, interviews offer insights into whether a candidate's aspirations and values resonate with the company's ethos. Recognising the sheer importance of this process, we have meticulously curated our newest eBook. This isn't just a resource; it's a blueprint, offering clarity and direction for modern-day hiring success. From strategies and case studies to innovative approaches, our guide is designed to empower you in the intricate journey of recruitment.

A Deeper Dive Into the eBook's Core

Our eBook is structured to guide you seamlessly through the recruitment process, ensuring no stone is left unturned:

Why This eBook is a Must-Read

Recruitment is not just about filling a vacancy; it's about bringing in talent that aligns with the company's ethos and can propel the organisation forward. Our eBook is designed to serve as a handy tool for both novice recruiters and seasoned hiring managers. It offers a cohesive understanding of the contemporary recruitment landscape, ensuring that every hire is a step in the right direction. Download your copy now!

Finding the perfect leaders for your organisation's C-suite is a demanding endeavour, one that holds immense importance in shaping the future success and stability of your business. Assembling a compatible executive team requires careful consideration of various factors, including skills, experience, cultural fit, and alignment with your organisation's vision. However, navigating these complexities can often feel like deciphering a complex puzzle.

The task of C-level recruitment poses formidable challenges, but fear not — we have created just the right comprehensive guide to help you complete the puzzle. This invaluable resource serves as a compass, providing practical solutions and expert insights to streamline your executive hiring process.

Within the pages of our comprehensive whitepaper, we delve deep into the full process of sourcing, screening, and interviewing the best C-suite candidates:

  1. Defining recruitment process that involves few extra steps
  2. How and where to find top C-suite talent
  3. How to evaluate and measure C-suite talent competency
  4. Typical interview questions for C-suite talent
  5. Should you consider engaging an executive recruiter

Our comprehensive guide is meticulously crafted to address the unique challenges faced by organisations like yours, equipping you with the tools and knowledge necessary to make informed decisions. Don't miss this opportunity to gain a competitive edge in C-level recruitment. Download our FREE resource today and unlock the secrets to building a compatible C-suite that will shape the future of your organisation.

Gone are the days when employers could post a single job ad, and expect a flood of qualified applicants to come pouring in! The job market has become increasingly competitive, with job seekers having more options than ever before. As a result, employers are struggling to find the right people to support their business goals. 

Traditional hiring methods, such as posting ads on multiple job boards or relying on resumes and cover letters, are no longer sufficient. To succeed in today's fast-paced and dynamic environment, employers need to adopt sustainable recruitment strategies that go beyond just filling open positions. This requires a shift in mindset from the conventional approach of hiring for skills and qualifications, to hiring for values and cultural fit. 

By doing so, they can develop a steady pipeline of top talent who are not only skilled and knowledgeable, but are also highly engaged and committed to the company's success. In addition, this method can help to reduce turnover rates, which can be a significant cost to companies. When employees are engaged and satisfied with their work, they are more likely to stay with the company for the long term. This reduces the need for constant hiring and training, which can be time-consuming and expensive.

In addition, sustainable recruitment strategies can help to improve the employer brand. When companies focus on creating a positive candidate experience and building a culture that fosters employee engagement and satisfaction, they become known as an employer of choice. This can help to attract top talent, and improve the company's reputation in the industry.

In fact, the statistics on sustainable recruitment speak for themselves. According to a report by LinkedIn, 75% of talent acquisition leaders believe that employer branding has a significant impact on their ability to hire great talent. Furthermore, companies with strong employer brands see a 43% reduction in cost per hire and a 28% reduction in turnover rates. In another report, it was found that 69% of job seekers would not take a job with a company that had a bad reputation, even if they were unemployed.

It's evident how essential it is for your company to have a solid sustainable recruitment strategy in place, which is why we've come up with this comprehensive guidebook, so you can hire effectively especially in this challenging recruitment market! Download the comprehensive ebook now!

In today's digital age, software engineering has become an integral part of many industries and companies. For example, the U.S. Bureau of Labor Statistics has found that software developers are expected to see the third-largest increase in jobs of any occupation over the 2021-31 decade.

As a result, recruiters and HR managers are often tasked with finding and hiring skilled software engineers to fill critical roles within their companies. However, that field is complex and constantly evolving, with a wide range of technical terms and jargon that may be unfamiliar to those outside of the industry.

By familiarising themselves with software engineering concepts and terminology, recruiters and HR managers can more effectively navigate the ever-changing landscape of software engineering, properly identify and evaluate suitably skilled candidates who can drive success for the business.

  1. Agile development: An iterative approach to software development that emphasises collaboration, flexibility, and customer satisfaction.
  2. Algorithm: A step-by-step procedure for solving a problem or performing a task, often used in software development.
  3. API: An acronym for Application Programming Interface, a set of protocols and tools for building software applications.
  4. API endpoint: The specific location or URL where a software application's API can be accessed.
  5. API gateway: A server that acts as an intermediary between a client and a collection of microservices, providing a unified API and handling tasks such as authentication and load balancing.
  6. Artificial intelligence: The simulation of human intelligence in machines, typically involving techniques such as machine learning, natural language processing, and computer vision.
  7. Asynchronous programming: A programming paradigm in which code execution does not happen in a linear, synchronous manner, but instead uses callbacks, promises, or other mechanisms to handle events or delays.
  8. Automation testing: The process of using software tools to automate the execution of tests, reducing manual effort and improving efficiency.
  9. Back-end: The part of a software application or system that handles data storage, processing, and logic behind the scenes.
  10. Backend as a service: A cloud-based service that provides infrastructure and tools for building backend functionality, such as data storage and authentication, without requiring the development team to manage the underlying infrastructure.
  11. Big data: Large volumes of complex data that require specialised tools and techniques for storage, processing, and analysis.
  12. Bug: An error or defect in software code that causes it to behave unexpectedly or incorrectly.
  13. Business logic: The code and rules that define how a software application or system operates, including data processing, calculations, and workflows.
  14. Client-server architecture: A software architecture pattern in which a client application communicates with a central server to exchange data and perform tasks.
  15. Cloud computing: The delivery of computing services over the internet, including storage, processing power, and software applications, typically provided by third-party providers.
  16. Code review: The process of examining code written by other developers to identify potential issues or improvements, typically done by other members of the development team.
  17. Continuous delivery: A software development approach in which code changes are automatically built, tested, and deployed to production, often using a pipeline or workflow tool.
  18. Continuous integration: A software development practice where developers frequently merge their code changes into a shared repository, allowing for early detection and resolution of conflicts and errors.
  19. Cross-platform development: The process of building software applications or systems that can run on multiple operating systems or platforms, typically using frameworks or development tools that support this capability.
  20. Cryptography: The practice of using mathematical algorithms and protocols to secure and protect data, communications, and transactions.
  21. Data analytics: The process of analysing and interpreting large volumes of data to identify patterns, trends, and insights, often using specialised tools and techniques.
  22. Data structures: The way data is organised and stored in a software application or system, typically using concepts such as arrays, lists, trees, and graphs.
  23. Database: A software application that stores and organises data, typically using a structured query language (SQL) to interact with the data.
  24. Debugging: The process of identifying and fixing errors, bugs, or issues in software code, typically using tools or techniques such as breakpoints and logging.
  25. Dependency injection: A programming technique in which the dependencies of a software component or module are provided externally, rather than being created within the object itself, typically to increase flexibility and maintainability.
  26. DevOps: A software development approach that emphasises collaboration and integration between development teams (Dev) and operations teams (Ops), often using automation and continuous delivery practices.
  27. Docker: A platform for building, shipping, and running distributed applications, typically using containers to encapsulate and isolate different components or services.
  28. Domain-driven design: A software development approach that emphasises modelling software based on business or domain concepts, often using domain-specific languages (DSLs) or patterns.
  29. Dynamic programming: A programming technique in which solutions to complex problems are computed by breaking them down into smaller sub-problems, often using memoisation or tabulation to avoid redundant computations.
  30. Event-driven architecture: A software architecture pattern in which components or services communicate by sending and receiving events or messages, often using a message broker or event bus.
  31. Exception handling: The process of handling and recovering from errors or exceptions that occur during the execution of software code, typically using try-catch blocks or similar constructs.
  32. Framework: A set of pre-written code libraries and tools that provide a foundation for building software applications.
  33. Front-end: The part of a software application or system that users interact with, including the user interface and user experience.
  34. Functional programming: A programming paradigm that emphasises functions as the primary building blocks of software, often using concepts such as immutability, higher-order functions, and lambda expressions.
  35. Git: A popular distributed version control system for managing software code and project files, typically used in software development teams.
  36. GraphQL: A query language and runtime for APIs that provides a flexible, efficient, and type-safe way to request and deliver data, often used in web and mobile applications.
  37. Grid computing: A type of distributed computing that involves connecting and coordinating computing resources from multiple machines or clusters to perform large-scale computations or simulations.
  38. IDE: An acronym for Integrated Development Environment, a software application that provides a comprehensive environment for software development, including features such as code editing, debugging, and testing.
  39. IDE plugins: Extensions or add-ons to an integrated development environment (IDE) that provide additional functionality or integration with other tools.
  40. Infrastructure as code: The practice of managing and provisioning infrastructure resources, such as servers and networks, using code and automation tools, often using configuration management tools or infrastructure-as-code frameworks.
  41. Internet of Things (IoT): A network of physical devices, vehicles, home appliances, and other items embedded with sensors, software, and connectivity that enables them to collect and exchange data over the internet.
  42. Iterative development: A software development approach in which software is developed and delivered incrementally and continuously, allowing for ongoing feedback and adaptation.
  43. Jenkins: A popular open-source automation server used for building, testing, and deploying software projects.
  44. Kubernetes: An open-source container orchestration platform that automates the deployment, scaling, and management of containerized applications.
  45. Machine learning: A branch of artificial intelligence that involves building/training algorithms and models that enable computers to learn from data and improve their performance over time.
  46. Microservices: A software architecture pattern in which a large application is broken down into smaller, independently deployable services that can be developed, deployed, and scaled separately.
  47. MVC: An acronym for Model-View-Controller, a design pattern that separates an application into three interconnected components: the model (data), the view (user interface), and the controller (logic and input handling).
  48. Node.js: An open-source, cross-platform runtime environment that allows developers to run JavaScript code outside of a web browser, often used for building server-side applications.
  49. Object-oriented programming (OOP): A programming paradigm that emphasises the use of objects and classes to model real-world entities and their relationships, often using concepts such as encapsulation, inheritance, and polymorphism.
  50. Open-source software: Software that is freely available and can be modified and redistributed by anyone.
  51. Pair programming: A software development technique in which two developers work together at one computer, with one person writing code (driver) and the other person reviewing it in real-time (navigator).
  52. Performance testing: The process of testing a software application or system to evaluate its performance under various conditions and loads.
  53. Platform as a Service (PaaS): A cloud computing service model that provides a platform for building, testing, deploying, and managing software applications without the need for infrastructure management.
  54. Polymorphism: A concept in object-oriented programming that allows objects of different classes to be treated as if they belong to the same class.
  55. Progressive Web Apps (PWA): Web applications that use modern web capabilities to provide an app-like experience, including offline functionality, push notifications, and access to device hardware.
  56. Python: A high-level, interpreted programming language that is widely used for web development, data analysis, scientific computing, and artificial intelligence.
  57. Quality assurance (QA): The process of ensuring that a software product or system meets specified quality standards and requirements, often through testing and quality control measures.
  58. React: A popular JavaScript library for building user interfaces, often used in single-page applications and component-based architectures.
  59. Refactoring: The process of restructuring and improving existing software code without changing its external behaviour.
  60. Regression testing: The process of testing software code to ensure that changes or updates have not introduced new bugs or issues, nor caused unintended side effects or regressions.
  61. REST (Representational State Transfer): A software architecture style for building web services that use HTTP methods (GET, POST, PUT, DELETE) to perform CRUD (Create, Read, Update, Delete) operations on resources.
  62. RESTful API: An API that adheres to the principles of Representational State Transfer (REST), a web services architecture that emphasises simplicity, scalability, and flexibility.
  63. SaaS: An acronym for Software as a Service, a cloud computing service that provides software applications to users over the internet.
  64. Scalability: The ability of a software application or system to handle increasing amounts of data, users, or traffic without significant performance degradation.
  65. Scrum: An agile project management framework for software development that emphasises collaboration, flexibility, and iterative development.
  66. SDLC: An acronym for Software Development Life Cycle, a process for developing software that includes planning, analysis, design, implementation, testing, and maintenance.
  67. Security testing: The process of testing software for vulnerabilities, weaknesses, and potential security threats, often using tools and techniques such as penetration testing, vulnerability scanning, and code review.
  68. Serverless computing: A cloud computing model in which applications are built and run on a platform that manages the underlying infrastructure, including scaling and availability.
  69. Single-page application: A web application that loads a single HTML page and dynamically updates the content as the user interacts with it.
  70. Software architecture: The overall structure and organisation of software systems, including components, interfaces, and relationships.
  71. SOLID principles: A set of five design principles in software development that aim to improve code quality, maintainability, and scalability.
  72. Sprints: Fixed periods of time, typically one to four weeks, during which a software development team works on a specific set of features or tasks.
  73. Static analysis: The process of analysing software code without actually executing it, typically using specialised tools that can detect potential errors, security vulnerabilities, or performance issues.
  74. Systems integration: The process of combining different software systems or components into a larger, functioning system.
  75. Test-driven development (TDD): A software development approach in which tests are written before writing code, with the goal of ensuring that code meets specified requirements and reducing errors.
  76. Thread: A basic unit of CPU processing that can execute one or more tasks simultaneously, often used in multi-threaded software applications.
  77. TypeScript: A superset of JavaScript that adds optional static typing and other features to the language.
  78. Unit testing: The process of testing individual units or components of a software application or system to ensure they function as intended.
  79. Usability testing: The process of testing a software application or system with real users to evaluate its usability and user experience.
  80. User acceptance testing: The process of testing a software application or system with representative users to ensure it meets their needs and requirements.
  81. User experience (UX) design: The process of designing and optimising the user experience of a software product or system, often through user research, prototyping, and usability testing.
  82. User interface (UI) design: The process of creating the visual elements and controls of a software application or system that enable users to interact with and manipulate data and functionality.
  83. User story: A brief, user-focused description of a software application's functionality or feature.
  84. Version control: The practice of tracking and managing changes to software code and other digital assets over time, often using a version control system like Git.
  85. Versioning: The practice of assigning unique identifiers or version numbers to different releases/versions of a software application or system, typically using a version control system.
  86. Virtual machine (VM): A software emulation of a physical computer system that can run multiple operating systems or applications on the same hardware.
  87. Waterfall model: A traditional software development approach that follows a linear, sequential process with distinct phases for planning, analysis, design, implementation, testing, and maintenance.
  88. Web development: The process of building and maintaining websites and web applications using web technologies such as HTML, CSS, and JavaScript.
  89. Web services: Software components that enable different applications to communicate with each other over the internet, often using APIs (Application Programming Interfaces).
  90. Wireframe: A visual blueprint or schematic of a software application or system, typically used to plan and design the layout and functionality of a user interface.

When it comes to the Human Resources department, they can sometimes be misunderstood and mistaken for the enemy when in actuality, part of their day-to-day duties involve taking care of employees and their well-being! You see, one of the greatest assets of any company is the people, so by treating them fairly as well as providing them with opportunities to grow, they’ll then be able to help you achieve your ideas and hit your business goals! The company’s HR team plays a vital role in helping to achieve the above, in addition to developing a positive culture, improving employee engagement, and productivity, as well as championing the wellness and personal development of all employees (themselves included!).

What Are Human Resources (HR) Policies And/Or Procedures?

With the above said, the HR department is also responsible for coming up with the company’s various policies and procedures that not only protect the employees, but are also crucial in keeping the company running efficiently. In simple terms, these are guidelines for various important functions, such as hiring, work processes, compensation, leave, training, promotion, work environments, and termination, to name just a few. These policies and procedures also outline how the company will treat its people and property. They’re developed by HR managers with the help of company management, so that in any situation, those who are responsible will thus know how to respond accordingly.

What Are The Functions Of Human Resources (HR) Policies And/Or Procedures?

You may still wonder what exactly is the main point of having HR policies and procedures in place, and we’re here to tell you that it’s definitely NOT to make anyone’s life difficult! On the contrary, company owners and leaders would want their businesses to run as smoothly and efficiently as possible, while staying compliant with all relevant laws. How can this be done? Well, when you have solid and well-planned frameworks in place, you can then make consistent decisions, ensure your employees are treated equitably, as well as adhere to corporate governance and regulation of employees. These policies and procedures basically add structure and provide consistency in employment and workforce matters.

Although the exact details of each company’s HR policies and procedures may differ from others, they should all have the same goal in mind: To be based on the employment best practices and regulations. In other words, they need to keep both the company and people’s best interests in mind, should be transparent, and universally applied to all employees. Key elements of each one include purpose, procedures, and who needs to follow the guidelines, among other things.

What Are The Benefits Of Having Human Resources (HR) Policies And/Or Procedures?

Creating and implementing HR policies can reduce liability. Since they’re meant to ensure employee-related practices are consistent and fair across the organisation, well-written policies will offer leaders guidance based on compliance requirements. For instance, HR policies should help managers fairly interpret company guidelines and apply uniform treatment to all employees, regardless of age, gender, race or sexual orientation. If issues do occur, there will be policies in place to address the concerns.

By clearly listing policies, when problems do occur, you’re able to act promptly and save time by not repeatedly analysing ways to solve similar issues. Additionally, you may be legally required to communicate some of this information. And formalising a policy and then helping employees understand where to find things like the leave policy makes navigating requests like time off easier for the employer and employee.

Plainly listing policies encourages employee engagement and helps them better understand how to navigate key moments in their career growth, such as onboarding, promotions and offboarding. Specific policies may vary by industry. But whether you’re working in retail, manufacturing or the restaurant business, employee engagement and retention is vital, and HR policies help lay the groundwork for success.

This is why we’ve created this comprehensive guide of templates to some of the more common HR policies and procedures for you so that you would be well-prepared (for yourself and to assist others) in taking the necessary steps, no matter the situation!

Templates For Attendance, Holiday, And Leave Policies 

Templates For Employee Conduct Policies

Templates For Recruiting And Hiring Policies

Templates For Workplace Policies

It's not just the enthusiasts and advocates who've already started buzzing about how Web3 will transform the world of hiring; plenty of people who were once naysayers are now starting to see the value and benefits of this industry. In fact, thanks to the rapid acceptance of blockchain technology, terms like 'Web3', 'metaverse', and 'decentralised autonomous organiations' are starting to sound more familiar.

Not only is the demand for skilled and experienced talent in this space seeing a spike, the methods of recruiting are also radically different from that of traditional methods we're so used to seeing. Greg Isenberg, CEO, Late Checkout, had this to say about getting a job in Web3: "You apply for a job; it scans the blockchain, and rates your set of on-chain experiences and credentials; if above a certain rating, you’re hired within 60 seconds. No prejudice, no wasted time, no pain. Just a quick yes or no. This is a big deal."

With that in mind, companies and recruiters the world over are quickly learning how to adapt and find the best methods in order to source, attract, and onboard the top Web3 talent. According to Melbin Thomas, co-founder, Sahicoin, "There’s a massive migration of top talent from mega employers in Silicon Valley (Google, Amazon and Facebook) into the Web3 ecosystem due to lucrative pay packages and exciting opportunities." He went on to add that in the past year alone, crypto job postings went up by 400% globally!

With industry experts reporting that the majority of newly recruited talent learn on the job itself, it’s no surprise that Web3 companies are also actively hunting for talent who have core traditional skill sets. It has become even more evident how important it is to make a good hire for your company, which is why we've come up with this comprehensive guidebook, so you can source and onboard some of the best minds in the industry!

"Is there actually a shortage of developers, or is there a shortage of developers who are able to think about what the next generation of internet will look like? And that's a more challenging task from a recruiting standpoint.”

Dietrich Ayala

Being part of the Human Resources (HR) team, you would be faced with a myriad of day-to-day tasks like coming up with compensation and benefits packages, assessing the unique training needs of each and every employee, as well as measuring employee retention and turnover rates, to name just a few. If that weren't all, you would also be required to craft a number of professional emails and/or letters to address a variety of scenarios. Now, imagine if on top of all that, you were asked to come up with suitable job descriptions for a few new positions that have opened up at your company. Don't worry, because this comprehensive list has you covered for all the more popular tech and digital roles!

Software Engineering

Software engineers are computer science professionals who, in the simplest terms, focus on code. Apart from having to build your own systems, a software engineer would also need to test, improve, and maintain software built by other engineers. By taking the first steps into software engineering, you can then progress as a front-end engineer, back-end engineer, full-stack engineer, software tester, mobile app developer, data engineer, security engineer, and many more! Here are job description templates for some of the more popular career paths:

1) Front-End Developer: Front-end developer template

2) Back-End Developer: Back-end developer template

3) Mobile Developer: Mobile developer template

4) Software Engineer (junior): Software engineer (junior) template

5) Software Engineer (senior): Software engineer (senior) template

6) Full Stack Developer: Full stack developer template

7) Software Tester: Software tester template

8) Application Developer: Application developer template

9) Tech Lead: Tech lead template

10) Engineering Manager: Engineering manager template

DevOps & Cloud

Just like how the aim of DevOps is for the continuous innovation and faster delivery of software from development through operations, Cloud Operations also call for continuous operations and improvement  –  but in cloud environments. These branches are so important for companies that not only want to achieve digital transformation, but are also keeping up with the increase in cloud tech, as well as the shift towards streamlined deployments and greater automation. Check out these job description templates for some of the more popular career paths:

11) DevOps Engineer: DevOps engineer template

12) DevOps Architect: DevOps architect template

13) DevOps Manager: DevOps manager template

14) Cloud Engineer: Cloud engineer template

15) Cloud Consultant: Cloud consultant template

16) Cloud Architect: Cloud architect template

Infrastructure & IT Security

As new cyber threats and technological shifts emerge, there's a more urgent need for companies to defend its infrastructure and boost capability development, such as technical capabilities to detect and analyse malicious cyber activities. As a result, the demand for cybersecurity professionals has become higher than ever. At its core, cybersecurity is all about securing and protecting sensitive data, in addition to protecting critical systems and sensitive information from digital attacks. These job description templates for some of the more popular career paths are what you need:

17) Cybersecurity Analyst: Cybersecurity analyst template

18) Cybersecurity Consultant: Cybersecurity consultant template

19) Penetration & Vulnerability Tester: Penetration & vulnerability tester template

20) Cybersecurity Engineer: Cybersecurity engineer template

21) Cybersecurity Architect: Cybersecurity architect template

22) Chief Information Security Officer (CISO): Chief Information Security Officer template

23) Network Engineer: Network engineer template

24) Network Architect: Network architect template

Product Management

Talent in product management is one of the most prized (similar to the software engineering expertise), because of their expertise in strategically directing every stage of the product lifecycle. According to Atlassian’s definition, a product manager is the person who identifies the customer’s needs and the larger business objectives that a product or feature will fulfil, articulates what success looks like for a product, and then rallies a team to turn that vision into a reality. We've got just the job description templates for some of the more popular career paths:

25) Product Manager: Product manager template

26) Principal Product Manager: Principal product manager template

27) UI/UX Designer: UI/UX designer template

28) Principal Designer: Principal designer template

29) Scrum Master: Scrum master template

Data Science

With the spike in demand for data science professionals (such as data analysts) brought about by the rapidly growing number of organisations and businesses that recognise the importance of data science, this field is seeing a surge in interest from talent. It's all about using and preparing data for analysis, but no longer merely about ‘analytics and statistics’; it now encompasses decisions, predictions, and actions – companies are actively relying on data to make business decisions. Refer to these job description templates for some of the more popular career paths:

30) Data Analyst: Data analyst template

31) Data Engineer: Data engineer template

32) Data Scientist: Data scientist template

33) Principal Data Scientist: Principal data scientist template

34) Business Intelligence Analyst: Business intelligence analyst template

35) Machine Learning Engineer: Machine learning engineer template

36) AI Developer: AI developer template

37) AI Architect: AI architect template


Marketing can be viewed as the 'art' of building bridges and connecting the gaps between customers, content, data, and technology to deliver better customer experiences. This field is probably one of the most diverse areas with a myriad of career opportunities, from digital marketing and PR/communications, to social media marketing and lifecycle marketing. The choices are many, and you'd need to craft the right descriptions for the job ads. You'll need these job description templates for some of the more popular career paths:

38) Content Writer: Content writer template

39) Content Marketing: Content marketing template

40) Growth Marketing: Growth marketing template

41) PR/Communications: PR/communications template

42) Event Marketing: Event marketing template

43) Digital Marketing: Digital marketing template

44) Product Marketing: Product marketing template

45) Social Media Marketing: Social media marketing template

46) Graphic Designer: Graphic designer template

47) Lifecycle Marketing: Lifecycle marketing template

48) Trade/Consumer Marketing: Trade/consumer marketing template

49) Marketing Analyst: Marketing analyst template

50) Webmaster: Webmaster template

51) Marketing Manager: Marketing manager template

52) Head of Marketing/Marketing Director: Head of marketing/Marketing director template

Business Development

This field can be roughly broken down into Sales vs. Business Development – the former is a target-driven, revenue-generating function usually divided into hunting for new clients or farming existing accounts; the latter is on the ideas, initiatives, and activities that help make a business better that creates long-term value. A company would require both to go hand-in-hand in order to ensure continued growth and success for the business. Here are some job description templates for some of the more popular career paths:

53) Sales/Business Development: Sales/business development template

54) Head of Sales/Business Development: Head of sales/business development template

55) Managing Director: Managing director sales/business development template

Crypto, Blockchain, & Web3

Where once these fields were very niche, Web3, blockchain, and crypto have now all captured the world's attention when they set the stage for innovative business models and value relocations.


56) Chief Commercial Officer/Head of BD: Chief commercial officer/head of BD template

57) Business Development: Business development template

58) Account Management: Account management template

59) Partnerships: Partnerships template

60) Customer Success: Customer success template

61) Institutional Sales: Institutional sales template


62) Chief Marketing Officer/Head of Marketing: Chief marketing officer/head of marketing template

63) Product Marketing: Product marketing template

64) Public Relations/Communications: Public relations/communications template

65) Affiliate Marketing: Affiliate marketing template

66) Social Media: Social media template

67) Customer Relationship Management (CRM): Customer relationship management template

68) Growth/Acquisition: Growth/acquisition template

69) Branding: Branding template

70) Marketing Analytics: Marketing analytics template

71) Performance Marketing: Performance marketing template


72) Chief Product Officer/Head of Product: Chief product officer/head of product template

73) Product Management: Product management template

74) Product Designer: Product designer template


75) Chief Technology Officer/Head of Technology: Chief technology officer/head of technology template

76) Engineering Manager/Team Lead: Engineering manager/team lead template

77) Software Engineer: Software engineer template

78) Blockchain Engineer: Blockchain engineer template

Finance, Strategic Investment, & Corporate Development

79) Chief Financial Officer/Head of Finance: Chief financial officer/head of finance template

80) Head of Finance: Head of finance template

81) Financial Controller: Financial controller template

82) Fund Finance: Fund finance template

83) Head of Corporate Strategy & Investments: Head of corporate strategy & investments template

84) Corporate Development: Corporate development template

Legal, Risk, & Compliance

85) Chief Legal Officer/Head of Legal, Risk & Compliance: Chief legal officer/head of legal, risk & compliance template

86) Legal Counsel: Legal counsel template

87) Contract Manager: Contract manager template

88) Onboarding Specialist: Onboarding specialist template

89) Compliance Manager: Compliance manager template


90) Chief Data Officer/Head of Data: Chief data officer/head of data template

91) Business Intelligence/Data Analyst: Business intelligence/data analyst template

It’s on the Human Resources (HR) team to come up with well-written and non-ambiguous letters/emails that are used for clearly communicating a myriad of happenings and notices to staff/company-wide. Since the HR team needs to be all-hands-on-deck to effectively manage the various situations that require an email and/or letter, it can be quite overwhelming to have to come up with the body of content for so many different types of scenarios. That's why we've decided to put together 38 of the more common scenarios plus templates that would require the HR team to send out an email or letter below, so that it's easier for referencing!


1) Internship offer 

When your company is ready to formally extend an offer to an internship candidate, this letter will work as a formal agreement between you and the intern. An internship offer letter should contain details about the internship, such as the position and the terms of the agreement (stipend, working hours, duration of the internship, etc).

Check out our template: Internship Offer

2) Internship completion letter

After the completion of an internship, the HR manager or the company’s leader will be providing the candidate with a certificate for the work they did during the internship. This serves as proof that they have successfully completed the internship, and now have the basic corporate know-how to work or take on a job.

We’ve got just the template: Internship completion letter

Job Offer Letter and Email Templates

3) Formal job offer letter or email

This template is suitable for use when your company would like to offer a job to a selected candidate. It’s a confirmation of the terms and conditions of hire (salary, job position, working hours, compensation, etc) that were usually already agreed upon with the candidate in the interview during negotiations.

Here’s a sample template: Formal job offer letter or email

4) Informal job offer letter or email

If you’re looking for something a little different and want to welcome your new employee in a more warm and personal manner, you can use the sample below. It allows you to be more brief yet straightforward when reaching out to the candidate to confirm the job role plus terms and conditions of hire.

This is the template you need: Informal job offer letter or email

Notice Letters

5) Employee termination/dismissal letter

If you need to let an employee know that they’ve been fired in the most professional and tactful manner, sending a job termination letter stating the reasons and circumstances of letting them go will help reduce the risk of lawsuits, plus provide all the necessary information for a smooth ending of the working relationship.

You’ll need this template: Employee termination/dismissal letter

6) Annual bonus letter

Bonuses are usually given out annually and to announce this exciting news in a private and confidential manner (as each individual would be receiving a different amount based on performance), this letter basically talks about the bonus the employee has worked hard to receive, how much it is, and by when they’ll receive it. 

Refer to this template here: Annual bonus letter

7) Appraisal letter

This is sent to employees after a performance appraisal exercise. It usually has an attachment which is the appraisal report, and is aimed at showing the receiver how valuable they are to your company, and their hard work is always appreciated. If done correctly, it can be a great motivator for employees.

Check out our template: Appraisal letter

8) Demotion letter/reduction in rank letter

There’s never an easy way to deliver bad news, but with a professionally written letter that clearly and properly explains the matter, it may help to ease the tension. This letter contains the new role of the employee, why the demotion is taking place, who their new manager or supervisor will be, and when will the demotion take effect.

We’ve got just the template: Demotion letter/reduction in rank letter

9) Probation extension letter

Sometimes, some things just need more time to work well. With that said, this type should be used to inform the new hires who are on probation that it has been extended. Within the letter, it should contain the reason for the extension of the probation period, and set goals for the employee to improve, grow and work better.

Here’s a sample template: Probation extension letter

10) Resignation acceptance (relieving letter)

One of the first steps in a good resignation policy is to acknowledge that you accept an employee’s request to resign. Having an established policy in place to communicate with employees who are leaving the company will help you to handle an employee’s departure in a positive and respectful manner.

This is the template you need: Resignation acceptance (relieving letter)

11) Salary increment letter

Employees who consistently perform well and deserve to be recognised for it would find increments like this very rewarding and motivating. This letter is essentially an official notification telling the employee how much their salary has gone up and by when this new pay will come into effect.

You’ll need this template: Salary increment letter

12) Suspension letter

The tone should be formal and firm, as this letter will be very clearly stating the reason why the employee is being suspended in the first place, as well as their right to oppose the suspension if they think it’s unfair. You should also mention things like when the suspension will come into effect, and the duration of the suspension. 

Refer to this template here: Suspension letter

13) Transfer email/letter

Sending this to an employee can either mean shifting departments within the company at the same location, or shifting locations within the same company. The email/letter should contain the necessary information such as effective date of transfer, location of transfer, and reporting manager’s name.

Check out our template: Transfer email/letter

14) Warning letter

This will contain details about the employee’s misconduct/failure to perform, and the corrective measures that will occur if the behaviour is not fixed. After the warning, either the employee corrects their behaviour, or they don’t (in which case you might just end up using the suspension or termination letter template!).

We’ve got just the template: Warning letter

Rejection Letter/Email Templates

15) Rejection letter/email to pre-interview applicants

For reaching out to job applicants who did not qualify for an interview for your open position, we have this template for you. When you write and send a rejection letter that’s clear and professional, this ensures a great employer branding, and is crucial to improving the candidate’s overall experience with your company. 

Here’s a sample template: Rejection letter/email to pre-interview applicants

16) Rejection letter/email to first round interview candidates

It’s very important that you take the time to briefly but clearly explain the reason(s) why the candidate wasn’t able to advance to the next round of your hiring process. This isn’t only a kind gesture, but the proper and professional way to address your candidates, as they would appreciate receiving an official notification so they can continue the job search.

This is the template you need: Rejection letter/email to first round interview candidates

17) Rejection letter/email to final round interview candidates

Having a shortlist of potential candidates means that you’ll still have to reject quite a number of people for the specific job role. It’s important to keep in mind that these same candidates may be a good fit for some other current or future job opening down the road, so it’s best to send them a polite response post-interview, and remain in their good books!

You’ll need this template: Rejection letter/email to final round interview candidates

Thank You Letter/Email Templates

18) Formal thank you letter/email to employees

Make saying “thank you” to employees or even other superiors a norm in your company, by sending formal thank you letters/emails as part of your daily routine. It doesn’t hurt to show gratitude and appreciation for the hard work they put in, and can even be a good motivator. In fact, you could be setting a good example for other leaders to follow!

Refer to this template here: Formal thank you letter/email to employees

19) Informal thank you letter/email to employees

You don’t have to wait for that “right moment” to say thank you for help received from a colleague, or guidance from a senior; just some common courtesy and the desire to make a good impression. So, if you want something simple and quick to send, this template will help you express your gratitude in style.

Check out our template: Informal thank you letter/email to employees

20) Formal recognition letter/email to employees

Don’t forget to send an appreciation letter to employees to thank them for successfully completing an assignment/activity/specific project/etc. It’ll not only make them feel good about themselves and motivate them for future work, it’s a crucial part of your employee recognition program.

We’ve got just the template: Formal recognition letter/email to employees

21) Informal recognition letter/email to employees

Having a good employee recognition program can really bring your organisational culture to the next level and significantly reduce your turnover rate. This is why it’s important to make it a routine for you to send recognition letters/emails! This informal template allows you to connect with your employees on a more personal level.

Here’s a sample template: Informal recognition letter/email to employees

Welcome Letter/Email Templates

22) Preboarding email template

This is a great way of showing you care about new hires, and that you're excited about having them on board. Writing and sending an upbeat welcome letter/email to a new employee is an important step in creating an effective onboarding process, plus helping them to be integrated smoothly.

This is the template you need: Preboarding email template

23) Welcome letter or email to new employee

Your goal is to make your new employee feel at ease, and to come prepared on their first day. Make sure you include practical details, like where they can find the bathroom and nearest eateries! You can also attach employment paperwork, benefits plan and/or company policies to give them a heads-up.

You’ll need this template: Welcome letter or email to new employee

24) Onboarding email template

Many employees believe that companies should have an excellent onboarding job. The following template will ensure that your new hire has everything important settled, such as their bank account details and that they've settled in properly with their new equipment.

Refer to this template here: Onboarding email template

25) Employee onboarding feedback email

Regular feedback can improve employee retention. By asking the new hire(s) for feedback, you’re helping yourself. Ask the employee to list anything they felt was missing from their first day. We recommend sending the feedback email at the end of the employee’s first week.

Check out our template: Employee onboarding feedback email

26) New employee announcement email

Sending an email like this to the entire company ensures that everyone is aware of the new addition to the team/department, and will be able to help make them feel welcome. It'll also act as a sort of opening where other colleagues will be able to approach them with some nuggets of information.

We’ve got just the template: New employee announcement email


27) Event reminder email

By sending event reminder emails, it'll help your employees to keep your event in mind, and be able to make the necessary arrangements to attend. You can also ask for feedback in the email in case some of them have other suggestions or want to voice their concerns (about location/budget/food/etc).

Here’s a sample template: Event reminder email

28) Internal promotion announcement email

Employee promotions are important moments that show how much you value their dedication, skills, and leadership potential. There are a variety of different ways to announce the promotion of an employee; smaller companies may announce during meetings when all employees are present, whereas larger companies tend to use email.

This is the template you need: Internal promotion announcement email

29) Refer a friend for a job email/employee referral

Some companies allow their employees to refer friends/suitable candidates for available job openings. Internal communication with employees is one of the best ways to let them know what kind of job openings are there in the company, as well as what skills and knowledge are required for those jobs.

You’ll need this template: Refer a friend for a job email/employee referral

30) Requesting employee feedback

Getting meaningful and honest feedback isn’t always easy. Employees may feel uncomfortable revealing their true thoughts, so you'd need to be careful in how you word your email, in order to encourage them in a way that increases the likelihood that they respond with helpful, actionable feedback.

Refer to this template here: Requesting employee feedback

31) Email tips for employees to ace performance review

It's no secret that employees will be nervous about an upcoming performance review process, so it's up to you to do your best in allaying their nervousness, or provide tips for them to do well. Sending an email like this will show that you care about them, and that you want them to do well.

Check out our template: Email tips for employees to ace performance review

32) Email reminder for employees (performance review)

It's only human to forget about certain things, especially if someone has a lot to deal with on their plate. This is why it's important for HR to send a reminder email nearer to the final date of the performance review, so that it jogs the memory of those who have yet to complete theirs – in a gentle yet professional way!

We’ve got just the template: Email reminder for employees (performance review)

33) Invitation to join career training

This is to announce a group training or orientation to the employees, so that they can have all the relevant information in one place for easier reference. It provides details on the training's purpose as well as information about the date, time, and location.

Here’s a sample template: Invitation to join career training

34) Request rejected/denial email

Many management responsibilities require decision-making, which may result in delivering rejections via denial emails/letters. There are many reasons you may need to write one, so understanding the details behind a denial email/letter and the circumstances which may lead to one, can help with your day-to-day management duties.

This is the template you need: Request approval/denial email

35) NDA (non-disclosure agreement)/confidentiality clause

Almost all businesses nowadays have sensitive information that needs to be protected, which is why getting your employees to sign an employee confidentiality agreement may be the best way to preserve privacy and ensure the integrity of your business’s data.

You’ll need this template: NDA (non-disclosure agreement)/confidentiality clause

Speed Up Your HR Tasks Today!

It can be said that by creating several email and/or letter templates will be able to help you speed up your HR’s recruitment and onboarding processes. Having these on-hand means that with just a few clicks, you'll be able to get them up and ready to hit "Send" in no time, saving yourself the hassle of having to think of what to write!

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