Role design
We start from the number the role has to move, then write the profile, the scorecard and the first ninety days backwards from it.
04Services
Recruitment
We hire for the number, then we stay for the onboarding.
Sourcing, selection and onboarding for the roles that move the number, sales, ops, engineering. We run the process and carry the result of the hire.
01The reality
The plan needs people the company cannot hire
The growth plan assumes a commercial lead, two more engineers and someone to own operations. Recruiters send CVs against a job description nobody believes in. The founder does the interviews between meetings, hires the person who interviews best, and the role fails in month five. The cost is not the fee, it is the year the plan lost.
- Job descriptions copied from the last one
- Founder as the only real interviewer
- Strong hires who fade after month three
- Roles left open because hiring is one more thing to do
02What we actually do
Sourcing
Active search through our network and market mapping. We approach people who are not looking, not just the ones who apply.
Selection
Structured interviews against the scorecard, real work in the process, references that are actually called.
Offer and close
We build the package, manage the counter offer and close. Losing a finalist at the last step is a process failure, not bad luck.
Onboarding
Ninety day plan, owner, and check-ins we sit in on. The hire is not done at signature, it is done when they perform.
03How the mandate runs
We install it, then we run it
Week 0
Intake
The plan, the gap and the money. We decide together which roles genuinely move the number this year.
Week 1 to 2
Design and open
Scorecards written, market mapped, search live. Pipeline visible to you from day one.
Ongoing
Operate
We run interviews, keep the process moving and report weekly on pipeline per role.
Month 1 to 3
Land
Onboarding executed and reviewed. We stay involved until the hire hits the plan.
04What you end up with
Owned by you, not rented
- Scorecard per role tied to a number
- Market map of realistic candidates
- Structured interview process and materials
- Weekly pipeline reporting per role
- Offer built and closed
- Ninety day onboarding plan with an owner
05Proof
Commercial capacity built for record year
Hiring run alongside the demand engine so growth had people behind it.
2 FTE saved instead of hired
Where automation was the better answer, we built it rather than filling seats.
06Honest disqualifiers
Not for you if
- Companies that want CVs delivered and nothing else
- Roles defined by a title instead of an outcome
- Hiring processes the founder will not change
Next discipline | 05
Network
Doors that would take you years.