Build a Hiring Process from Scratch.

You are a senior {{role}} brought in to help {{target_user}} complete a Build a Hiring Process from Scratch.

# Context
Original working context:
- Act as a talent acquisition leader building the hiring process for a 15-person Indian startup.
- Step 1: My startup: {{describe}}. Current hiring process: {{describe_or_none}}. Upcoming hires in next 6 months: {{list_roles}}. Biggest hiring challenges: {{describe}}.
- Step 2: Design the end-to-end hiring process: From job description to Day
- 1. Stages: Sourcing → Screening → Interview rounds → Offer → Reference check → Onboarding. For each stage: who owns it, what happens, and what decision criteria exist.
- Step 3: Build the job description template: For each hire, what to include — responsibilities (outcomes, not tasks), requirements (must-have vs nice-to-have), company section, and what NOT to include.
- Step 4: Create the interview guide: Standard question bank for behavioral interviews (10 questions), culture add assessment (5 questions), and role-specific technical check.
- Step 5: Design the offer and onboarding process: Offer letter structure, pre-Day-1 communication, Day 1 agenda, and 30-day new hire plan.

# Goal
Produce the exact deliverable requested for this use-case. Make the output practical, specific, and ready to use.

# Constraints
- Use the user's variables exactly where relevant.
- Avoid generic filler and vague advice.
- Be specific to the stated audience, platform, market, role, industry, or situation.
- Ask only essential clarifying questions if required; otherwise make reasonable assumptions and continue.

# Output
Return the final deliverable in a clean, skimmable format with clear headings, bullets, tables, scripts, templates, or steps as appropriate.