Free AI Hiring Kit for Founders
A complete recruiting system trained on frameworks from a16z, Sequoia, and YC
This is a collaboration I worked on with Notion, created specifically for early-stage founders
We built a free AI Startup Hiring Kit that helps you hire your first engineers, operators, or GTM roles without having to invent a recruiting process from scratch.
It’s genuinely free. No upsell, no paywall, no email gate.
If you know founders hiring this year, sharing this actually helps them.
Why Early Hiring Feels Harder Than It Should
Hiring your first few people is one of the most important things you’ll do as a founder, and one of the most under-supported.
You don’t have a recruiter. You don’t have hiring playbooks. You don’t even have a shared definition of what “good” looks like yet for each role.
What you do have: urgency, pressure, and the growing sense that every hire matters more than the last.
So you improvise.
Job descriptions get copied from other startups you admire. Interview questions drift depending on who’s asking them. Decisions get made on gut feel because you don’t have a better framework.
Sometimes that works. Often it doesn’t, and you only realize the cost six months later when the person isn’t working out and you’ve burned three months of runway and momentum trying to make it work.
This kit exists to reduce that unnecessary guesswork.
What This Kit Actually Is
The AI Startup Hiring Kit isn’t a collection of generic prompts or a basic checklist you could find anywhere.
It’s a complete hiring system built inside Notion, powered by a dedicated Notion AI Agent that helps you think through hiring decisions the way experienced teams do.
What’s inside:
✓ Partner credits and offers from:
Paraform (recruiting platform): $5k off your first hire
Upwork (contractors and freelancers): $500 in creedit
Juicebox (compensation data): 20% off
Secret (startup perks and discounts): 1 year of access ($149 value)
Notion: 6 Months free of Notion Business + AI
✓ AI workflows
trained on hiring frameworks from:
Andreessen Horowitz
Sequoia Capital
Y Combinator
✓ Notion all-in-one hiring hub:
that includes the following templates:
✓ Prompts to automate your Hiring Ops:
✓ Ready-to-use templates:
Everything lives in one Notion workspace. All of it is free.
The Notion AI Agent Is the Real Unlock
The most useful part of this kit is the Notion AI Agent that connects everything together.
Instead of googling “how to hire your first engineer” and reading 47 blog posts that contradict each other, you can ask specific questions and get answers grounded in frameworks from top firms.
Questions you can ask:
“What should my job description emphasize for a founding engineer at a pre-seed AI startup?”
“How do YC companies typically structure their first three engineering hires?”
“What are red flags in early GTM hires that Sequoia watches for?”
“Should I hire a generalist operator or specialized roles first?”
“How do I assess technical ability if I’m a non-technical founder?”
The answers adapt to your stage, your constraints, and your specific situation. They’re not generic startup advice, they’re frameworks that top funds use when advising their portfolio companies.
It doesn’t replace your judgment. It gives you a much clearer starting point so you’re not inventing everything from scratch.
From Strategy to Execution Without Friction
What makes this kit different from random hiring resources is that it doesn’t stop at theory.
You can go from “we need to hire someone” to an actual working system in one afternoon:
1. Generate your hiring strategy
Ask the AI Agent about your specific hiring needs and get a tailored plan for what roles to prioritize and when.
2. Set up your recruiting infrastructure
Use the Recruiting Team-in-a-Box template to organize everything in Notion: pipeline, candidate tracker, interview scorecards, decision logs.
3. Create job descriptions that work
AI-assisted templates help you write descriptions that attract the right people instead of generic copy-paste text.
4. Build your sourcing pipeline
Connect to Mercor, Paraform, and Juicebox to find candidates through multiple channels.
5. Run structured interviews
Use interview guides and scorecards so every conversation is consistent and you can actually compare candidates objectively.
6. Track everything in one place
Candidate pipeline, interview feedback, offer details, all organized so nothing falls through the cracks.
For an early-stage founder doing this for the first time, this can save you two to three weeks and prevent expensive mistakes.
Partner Offers That Actually Matter
Beyond the workflows, the kit includes partner credits for tools founders actually use when hiring:
Paraform — Access to vetted recruiters and sourcing platform
Upwork — Credits for contractors and freelancers
Ashby — Discounted applicant tracking system
Juicebox — Equity and compensation benchmarking
Secret — Startup discounts across hiring tools
Who This Is For
This kit is especially useful if you’re:
✓ Pre-seed or seed stage
You’re hiring your first 3-10 people and building processes for the first time.
✓ Hiring engineers, operators, or early GTM roles
You need to get these hires right because they define your company culture and velocity.
✓ Setting up hiring systems from scratch
You don’t have a recruiter or HR person yet, so you’re figuring this out as you go.
✓ Feeling the cost of improvising
You’ve made a hiring mistake before and you don’t want to repeat it.
If you’re Series B+ with a full recruiting team, this will feel basic.
If you’re early stage and hiring is starting to feel urgent and messy, this will feel like leverage.
Why This Is Free (And Why You Should Share It)
I wanted this to be completely free for a specific reason.
Hiring mistakes compound quietly. You make a mediocre hire at month three, realize it’s not working at month nine, spend another three months replacing them, and suddenly you’re a year behind where you could have been.
Founders usually realize too late that they needed better structure earlier. If this kit helps you avoid one bad hire or make one good hire faster, it’s already done its job.
If you find it useful, share it with founders in your network who are hiring. They’ll genuinely benefit, and it won’t cost them anything.
How to Get the Kit
Access the free AI Startup Hiring Kit through the link below.
Duplicate it into your Notion workspace. It takes about two minutes to load everything. Then start exploring.
Use the prompts. Ask the AI Agent real questions about your specific hiring situation. Adapt the workflows to your company’s needs. Customize the templates.
What to Do Next
If you’re hiring in the next 30 days:
Download the kit and duplicate it into Notion
Ask the AI Agent: “What should I prioritize when hiring my first [role]?”
Use the job description templates to post on your channels
Set up the candidate tracker so you don’t lose track of people
Use the interview scorecards to run structured conversations
If you’re not hiring yet but will be soon:
Download the kit now so you have it ready
Explore the frameworks to understand how top companies hire
Start thinking about what your first few hires should look like
Share it with founders in your network who are actively hiring
If you’re a paid subscriber to The VC Corner:
You already get access to 50+ additional playbooks, models, and templates across hiring, fundraising, and company building. This Notion kit complements those resources and is built to integrate with the other systems we share.
But this specific kit is free for everyone, subscriber or not.
Start here.
This is a great toolkit kit, especially for founders hiring without a dedicated People function.
One thing I’m curious about is how teams adapt these tools as they scale. In early stages, AI can add speed and consistency, but later on I imagine that the harder challenge will be maintaining shared judgment across leaders as hiring decisions become more distributed.
It’s probably too early to have solid examples of founders evolving their AI hiring approach as organisational complexity increases but what are your thoughts on overcoming the scaling challenge?
If they are trained to evaluate Resumes they are failing from the gate. They are still missing the neuro-psychometric evaluation prior to aligning the mental shape to the business objective.