> ## Documentation Index
> Fetch the complete documentation index at: https://docs.hr-easy.nlead.ch/llms.txt
> Use this file to discover all available pages before exploring further.

# Hiring decisions

> Making the call with an explicit method rather than an implicit one.

Every organization already has a hiring decision method — it is just usually
unwritten, and it usually means "whoever is most senior in the room". The decision
module makes the method explicit and records how the decision was actually reached.

It is a general-purpose module: hiring is its most common use, but the same methods
run budget allocations, policy changes, and team agreements. See
[Decision making](/guides/people/decision-making) for the module in full.

## Methods available for a hire

<AccordionGroup>
  <Accordion title="Consent (sociocracy)">
    The proposal passes unless someone raises a **paramount objection** — a concrete reason the
    decision would harm the organization's ability to do its work. Not "I would have chosen
    differently", but "this will break something". Objections are recorded and must be resolved, not
    out-voted.
  </Accordion>

  <Accordion title="Advice process">
    One named person decides, but only after seeking advice from everyone affected and everyone with
    expertise. The advice is recorded; the decider is not bound by it but is accountable for having
    heard it.
  </Accordion>

  <Accordion title="Systemic consensus">
    Participants rate their **resistance** to each candidate rather than their enthusiasm. The
    option with the least total resistance wins. This surfaces the "nobody's favourite but nobody
    objects" outcome that majority voting hides.
  </Accordion>

  <Accordion title="Simple or qualified majority">
    Straight voting, with a 2/3 or 3/4 threshold when the decision warrants it.
  </Accordion>

  <Accordion title="Dot voting">
    Distribute a fixed number of dots across candidates. Useful for narrowing a shortlist rather
    than making a final call.
  </Accordion>
</AccordionGroup>

## What gets recorded

* The **method** used, chosen before the vote rather than after.
* Who participated and who was invited but did not.
* Each participant's input — vote, resistance rating, objection, or advice.
* The **outcome** and the rationale.

That record is what you have if the decision is questioned later — internally, or by a
rejected candidate.

## Connecting the decision to the hire

Once a decision resolves in favour of a candidate:

1. The application is marked hired.
2. A **pre-boarding journey** starts, capturing the agreed terms.
3. The remaining candidates can be rejected in bulk, each in their own locale.

<Note>
  The module does not compute a "best candidate" score and it will not rank people for you. AI
  assistance in recruitment surfaces evidence and criteria; the decision stays with the people
  making it. See [AI transparency](/guides/ai/transparency).
</Note>