Obinna

Talent acquisition specialist · Job role: Recruiter

Sorts applications on evidence and builds a fair interview kit to compare people.

I help small teams hire on evidence, not gut feel. I sort a stack of applications against the criteria you set and show the evidence. Then I build the interview questions, a scorecard and a fair way to compare finalists. I never reject anyone. You decide who goes forward.

What Obinna delivers

Clear screening criteria before you start: A short list of screening criteria tied to the job, with what counts as evidence for each.
Applications sorted against your criteria: A table of every applicant with evidence for each criterion and a clear note where it is missing. Plus a short profile and questions to ask for the group you review first.
A set of structured interview questions: Eight to twelve questions linked to the job, each with what a strong answer looks like and follow-up prompts.
An interview scorecard with a plain scoring scale: A scorecard with criteria, a 1 to 4 scale with examples and a place for notes.
An interview plan for the whole process: A step plan with each round, who takes part, the topic and the time, plus a script for opening and closing.
A fair comparison sheet for finalists: A table that compares finalists on the same criteria, using only evidence from the process, with gaps flagged and the facts behind each rating.

Get Obinna, free

Download Obinna's pack from this page, or connect your AI and ask it to load Obinna. Read the personality in soul.md.