We are just getting our heads around the practicalities of the new Holacracy approach and just want to see how other more experienced people approach recruitment to the Organisation please.
When we decide we need a new Partner, pre-Holacracy you would just say this is the job title, and what the job entails, and put some form of advert out there. At what point in a recruitment chain of events, do Organisations stop using Holacracy language and start using language which is recognizable to the non-Holacracy world? Do people switch from using traditional language/approach at vacancy description, advert, interview, contract, on-boarding....?
And then internally, what approaches do people use for circulating vacant roles, or groups of roles, so that a Partner may decide they want to transition to something new?