Amanda NorthcuttFounder & CEO | Keynote Speaker, LevelUp · B2B sales as a solo is HARD. I’ve got you. I help consultants & coaches sell high-ticket services comfortably & confidently, while enjoying consistent, predictable revenue | Founder & CEO | Speaker |

Stop Hiring From Your Inbox

13 Aug 2025 · 1 min

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In this segment, Amanda Northcutt argues that hiring should never rely on email submissions because they produce inconsistent data and are hard to process. She advocates for a formal, structured application system and shares that she built a custom tool to enforce this workflow. Within the system, she implements a rubric‑based interview scoring method to ensure objective evaluation across candidates, countering the tendency to hire based on gut feeling or personal vibe. Finally, she stresses the importance of allocating dedicated time for onboarding new hires to set them up for success.

Chapters

So, having a formal job application, don't use email. This is a soapbox for me because people don't understand that when people email in, they're not getting the same information from each candidate and it's not going to be easy to process through all of them. So, it needs to be really structured, having an application process, having a system. I've actually built my own custom system for this because I was so irritated by people using emails to collect applications that I've built this whole thing. And then, within that system, there's also structure around interviews as well. I use a rubriking system because I've seen so many clients that when they're wasn't structure, they kind of went off of what felt right or who they best vibed with, but it wasn't always the best candidate for the job. So I use a rubriking system within that tool to make sure we're checking across their responses in the questions. And then the last piece is to make sure that they put in time around onboarding.