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The GFunnel Methodology

Hiring Algorithm

All algorithms

The steps

  1. Direct. State the role’s structural purpose: what would not happen without this hire?
  2. Guide. Structure the role’s requirements across the four pillars: Correctness (skills), Complexity (scope), Patience (judgment), Resilience (handling pressure).
  3. Gather. Source candidates across multiple channels. Capture all data without premature filtering.
  4. Organize. Score each candidate against the four pillars. Identify which pillars they meet, which they grow into, which they cannot meet.
  5. Run Three Kingdoms diagnosis. Does the candidate operate from First Kingdom reactivity, Second Kingdom system, or Third Kingdom intent? Roles requiring autonomy need Third Kingdom operators.
  6. Test for frequency match. Per Vibration: a candidate whose frequency matches the team accelerates integration. A frequency mismatch produces ongoing friction regardless of skill.
  7. Reference verify. Every check must be made; tribal knowledge from prior employers reveals patterns.
  8. Make the offer at the dynamic middle of compensation — enough to attract, not so much it distorts internal equity.
  9. Onboard via the Immersion Model: full data capture, structured intake, blueprint of role expectations, documented playbook.
  10. Probationary review at 30, 60, 90 days. Apply BEAS to the role-fit at each interval.

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From the GFunnel Methodology v5.1 by Cameron Garlick, licensed CC BY 4.0. Steps are reproduced word for word.