LUNA Apparel has missed its online sales target for two consecutive quarters. Instagram engagement is falling, paid advertising costs have increased, and the company plans to launch a new Gen Z collection in six weeks. The Marketing Director has approved one new Marketing Executive position to strengthen the social media team.
Your role: You are part of the hiring team for LUNA Apparel. The company is recruiting this Marketing Executive and must reduce a large applicant pool to one final hire.
The recruitment funnel: 200 applicants → 150 → 80 → 30 candidates. You are now responsible for deciding which candidates deserve deeper investigation.
Your task in this stage: Review the 30 candidate summaries and select exactly 20 candidates for detailed review. Once you confirm your selection, you will gain access to the detailed profiles of only those 20 candidates.
Use the evidence in those profiles to compare candidates and shortlist up to 5 finalists. Your decisions should be based on the information available to you rather than on a single indicator such as qualifications, years of experience, or project count.
Decision question: Who is the right candidate for LUNA Apparel, and why?
Open each selected candidate's detailed dossier, compare the evidence, and shortlist up to 5 finalists.
LUNA Apparel needs one Marketing Executive to strengthen the social media team before the Gen Z collection launches in six weeks. Compare your finalists against the business problem, not simply against one another.
Review the evidence and reasoning you entered for all five finalists. You can return to the comparison screen to make changes before submitting your hiring recommendation.
It has been six months since the Marketing Executive joined LUNA Apparel.
The new hire successfully completed the induction programme and took responsibility for managing campaigns across Instagram, Facebook and TikTok. The company launched two seasonal collections and one festival campaign during this period.
At first, everything appeared to be going well.
| KPI | Month 1–2 | Month 5–6 |
|---|---|---|
| Campaigns delivered on time | 100% | 100% |
| Social media posts published | 98% | 99% |
| Campaign reports submitted | 100% | 100% |
| New campaign ideas proposed | 11 | 2 |
| Voluntary improvements suggested | 8 | 1 |
| Cross-team collaboration rating | High | Average |
| Sick leave | 0 days | 4 days |
| Manager observation | “Enthusiastic” | “Reliable but disengaged” |
Notice: Productivity has not collapsed. The employee is still doing the job. What has changed is initiative and discretionary effort.
From: Marketing Director
To: Marketing Management Team
Our Marketing Executive continues to meet deadlines and campaign targets. However, over the past two months we've noticed a reduction in initiative, fewer creative suggestions during planning meetings, and less collaboration across teams.
There are no disciplinary issues and campaign delivery remains satisfactory.
Before making any management decisions, I'd like the team to analyse what may be causing this change and recommend an appropriate response.
None of these comments indicate misconduct or laziness. They point to motivation and management.
These are observations, not judgments.