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Free tool

Hiring Friction Checker

Eight questions about one UK finance vacancy — title and level, package, attendance during month-end, essentials versus desirables, and how you plan to interview. You get a score, the three weakest areas and practical advice straight away. No email needed.

It flags muddled briefs, not “wrong” choices. A high salary or an office-based role is not a problem; an unclear band or attendance around month-end is. How scoring works.

  1. 1 of 8 · Responsibilities and seniorityHow clearly are the role's responsibilities and seniority defined?

    Think about whether someone outside the team could tell what the job is mainly for and how senior it is.

  2. 2 of 8 · Salary and packageHow much of the salary and package is set out?

    This is about clarity, not about whether the salary is high or low.

  3. 3 of 8 · Work location and flexibilityHow explicit are office attendance and flexibility?

    Full-time office, hybrid and remote can all work. The question is whether the pattern is stated.

  4. 4 of 8 · RequirementsHow are the skills and experience requirements written?

    Consider the list a candidate would actually read.

  5. 5 of 8 · Qualification requirementsHow are qualification requirements handled?

    Requiring a qualification can be entirely reasonable. The question is whether it is explained and consistent.

  6. 6 of 8 · Interview processHow is the interview process set up?

    Count the stages a candidate would go through, including tests and informal meetings.

  7. 7 of 8 · Decision ownershipIs it clear who makes the hiring decision, and when?

    A named decision owner plus a planned decision date.

  8. 8 of 8 · Hiring readinessHow ready is the vacancy to go to market?

    For example: the vacancy is approved, the budget is agreed and the start date or notice expectations are known.

No email needed. Your answers stay in your browser unless you ask for an emailed copy.

How scoring works

Each question has three answers, scored 0, 1 or 2 points. More points means more likely friction. The eight scores are added (maximum 16), divided by 16 and multiplied by 100, then rounded to a whole number.

Bands: 0–24 lower friction; 25–49 some friction; 50–74 high friction; 75–100 very high friction. The three highest-scoring areas are shown first; where scores are equal, they appear in question order.

This is a transparent rule of thumb about how clear and consistent a brief and process are. It has not been validated as a predictor of hiring outcomes and is not a market benchmark.