Design a Scalable Recruitment Process for a Growing Cosmetics Startup
Overview
What this challenge is about.
Design a recruitment process for three roles at a cosmetics startup and earn a verifiable certificate.
The scenario
The company is a venture-backed, direct-to-consumer cosmetics brand in Stockholm that sells skincare and color products to consumers through its own website and a few retail partners; rapid headcount growth has outpaced its founder-run hiring practices.
The Brief
What you'll do, and what you'll demonstrate.
How can a 50-person cosmetics startup replace its ad-hoc, founder-led hiring with a structured, repeatable recruitment process that cuts time-to-hire and improves candidate quality without losing its startup culture?
Earning criteria — what you'll demonstrate
- Translate role intake notes into clear, culture-aligned job descriptions through structured job analysis
- Select and justify sourcing channels based on each role's target candidate profile
- Design a fair, structured interview process with explicit, scored evaluation criteria
- Map and optimize an end-to-end recruitment timeline against a measurable time-to-hire target
- Communicate and defend HR recommendations to an executive stakeholder
Program Fit
Where this fits in your program.
Sharpens the same skills your degree expects you to demonstrate.
Aligned coursework coming soon.
Skills
Skills you'll demonstrate.
Each one shows up on your verified credential.
- Recruitment
Apply recruitment to solve real industry problems and demonstrate production-level capability.
- Job Analysis
Apply job analysis to solve real industry problems and demonstrate production-level capability.
- Interview Design
Apply interview design to solve real industry problems and demonstrate production-level capability.
- Candidate Experience
Apply candidate experience to solve real industry problems and demonstrate production-level capability.
- Hr Strategy
Apply hr strategy to solve real industry problems and demonstrate production-level capability.
Careers
Career paths this challenge builds toward
Completing this challenge demonstrates skills that transfer directly to these roles:
Talent Acquisition Specialist
This challenge mirrors a recruiter's core work: turning hiring needs into job ads, choosing where to source, and running a fair, fast interview funnel. It builds the end-to-end recruiting fluency expected when owning open roles in a growing company.
This challenge sharpens
- recruitment
- job-analysis
- interview-design
HR Generalist
Designing a repeatable process a small team can run, while balancing culture and stakeholder buy-in, reflects the cross-functional judgment of an HR generalist who owns people operations in a scaling startup with limited tooling.
This challenge sharpens
- hr-strategy
- candidate-experience
- recruitment
People Operations Coordinator
Mapping timelines, standardizing scorecards, and improving the candidate journey are exactly the operational improvements a people-operations coordinator drives to make hiring efficient and consistent across roles.
This challenge sharpens
- candidate-experience
- interview-design
- hr-strategy