Why This Works

Most hiring fails because it’s rushed and shallow.
A CV looks good.
An interview feels good.
Then six months later, the hire hasn’t delivered or worse, they hurt the culture.

Here’s what we do differently:

1. Mission First

We ask one question:
“What problem must this hire solve in the next 12–18 months?”
No long wishlists. No jargon. Just clarity.

2. Define Outcomes

We lock in the 4–5 measurable wins this hire must deliver.
If they can’t hit these outcomes, they’re not the right hire.

3. Build the Profile

We split everything into:

• Must-haves (non-negotiable)

• Nice-to-haves (bonus)

This keeps everyone aligned.

4. Headhunt Directly

We don’t wait for applicants.
We go straight to the top 1%:

• People not scrolling job boards

• People already winning somewhere else

• People your competitors wish they had

Every candidate is handpicked.

5. First Screen

We run a 60-minute video call.
We test more than skills:

• ✔️ Can they do the job?

• ✔️ Do they fit your culture?

• ✔️ Are they kind and hungry?

6. Interviews

Shortlist goes to you.
Your team meets each candidate 1-on-1.
Every score is written first — no bias, no groupthink.

7. Final Check

Top candidates meet the leader/founder.
This final stage answers one question:
“Will this person deliver ROI and protect the culture?”

8. Close & Onboard

We handle the offer.
Keep them warm.
Block counteroffers.
And we help them land smoothly in your culture before day one.