Hiring process workflow for Tallyfy

Evaluate candidate work samples fairly and consistently

Vague work sample briefs produce vague submissions that are hard to compare. This template guides hiring teams through reviewing portfolios, creating clear assignments, collecting samples, gathering team feedback, and communicating decisions consistently across all applicants.

6 steps

1 fields

Import into Tallyfy Preview steps

Professional Services Management Consulting samples

Run this workflow in Tallyfy

Import this template into Tallyfy and assign review steps to the hiring manager with team feedback steps routed to additional reviewers

Configure Tallyfy deadlines across the 3-5 day evaluation window with form fields to capture scoring against consistent evaluation criteria

Track candidate evaluations in real-time through Tallyfy so hiring managers can see which samples are awaiting review, team feedback, or final decision

Import this template into Tallyfy

Process steps

Review existing portfolio samples

5 days from previous step

task

Review any portfolio materials the candidate has already submitted. Check for:Quality and relevance of previous work Consistency with the role requirements Any red flags or gaps in experience Portfolio: {{portfolio-of-work-samples-7822066}} Tip: Take notes on what you see so you can ask follow-up questions later.

Create the work sample brief

1 day from previous step

task

Write down exactly what you need from the candidate. A good brief includes:Skills to demonstrate: What specific abilities should this sample showcase? Format requirements: File type, length, or structure expectations Time estimate: How long should this realistically take? Deadline: When do you need it submitted? Evaluation criteria: What will you be looking for? Remember: Vague briefs lead to vague submissions. Be specific about what success looks like.

Send the assignment to the candidate

1 day from previous step

task

Email the work sample brief to the candidate. Include:The complete brief with all requirements Clear deadline (date and time with timezone) Submission instructions (how and where to send) Your contact info for questions Estimated time commitment (be honest - respect their time) Pro tip: Invite questions upfront. A candidate who asks clarifying questions often produces better work than one who guesses.

Evaluate the submitted work sample

1 day from previous step

task

Review the candidates submission against your evaluation criteria. Consider:Quality of output: Does the work meet professional standards? Following instructions: Did they address all requirements? Problem-solving approach: How did they tackle the challenge? Attention to detail: Are there careless errors or polished work? Going above and beyond: Did they add thoughtful extras or just meet the minimum? Document your observations using a consistent scoring rubric so you can compare candidates fairly.

Gather team feedback on the sample

1 day from previous step

task

Share the work sample with other relevant team members for their input. Different perspectives catch different things.Ask at least one other person to review independently Have them score against the same criteria you used Discuss any significant differences in assessments Note specific concerns or standout qualities Keep it simple: A quick 15-minute review is often enough. You are not asking for a dissertation, just fresh eyes on the work.

Communicate decision to the candidate

1 day from previous step

task

Close the loop with the candidate regardless of the outcome. Timely communication shows respect for their effort. If moving forward:Thank them for their work Share what impressed you Explain the next steps clearly Provide timeline for next stage If not proceeding:Thank them sincerely for their time Keep feedback brief and professional Wish them well in their search Remember: Today candidate might be tomorrow client or referral source. People remember how you treated them.