Before flinging job ads into the void, we sit down and actually understand what you’re trying to do. Not just “we need a Marketing Manager,” but:

• Where your business is headed.

• What “good” looks like in 12–24 months.

• What’s already working and what’s quietly on fire.

For Startup Mode, this might be one focused session to stop you hiring a clone of yourself “because it’s easier.”  For Maturity and Growth, we dig into team structure, upcoming changes, and the roles you’ll realistically need over the next year.

Outcome: a clear, honest picture of your hiring priorities and which subscription mode you actually belong in (not just the one that looks sexiest).

Next, we design a hiring system that fits your stage, budget, and chaos level.

• Startup: simple, founder-friendly process so your first 1–2 hires don’t drain your soul.

• Maturity: steady, repeatable process for backfills and occasional growth roles that doesn’t rely on heroics.

• Growth: proper hiring engine that can handle sprints, multiple roles, and “we need them yesterday” without breaking.

This is where we set:

• Role priorities and realistic timelines.

• How we’ll work together (check-ins, communication, approvals).

• How many roles your subscription will actually cover and what happens if you smash through the cap.

Outcome: a simple, grown-up plan so everyone knows what we’re doing, when, and why – instead of firefighting every time someone resigns.

Now we go to market. This isn’t “post and pray”; it’s a mix of:

• Ads written by an actual human who knows how to make candidates care.

• Smart posting across the right job boards.

• Proactive search through databases and networks.

• Targeted outreach/headhunting to people who aren’t trawling job sites all day.

Startup Mode gets focused, high-impact campaigns for a small number of critical hires.  Maturity gets consistent, professional search that keeps your standards high.  Growth gets all that plus ongoing pipelines, more headhunting, and someone permanently thinking, “Who’s next?” so you’re not always behind.

Outcome: real shortlists, from people who can actually do the job and don’t make you question all your life choices.

This is where most businesses quietly fall apart: messy interviews, inconsistent feedback, and decisions made on vibes.  We fix that.

Depending on your mode, we:

• Run structured screening and shortlisting so you only meet serious contenders.

• Help you design interview steps that don’t waste anyone’s time.

• Give your hiring managers training and tools so they know what to ask and how to decide.

• Keep candidates informed so your brand doesn’t look flaky.

Startup gets hand-holding through every stage; Maturity gets a clean, repeatable process; Growth gets full “embedded talent team” energy – one joined-up flow from “let’s brief the role” to “offer accepted.”

Outcome: faster, better decisions, less interview faff, and far fewer “we lost them to another offer because we dithered” stories.

A great hire can still go sideways if the onboarding is “there’s your laptop, good luck.”  So we don’t down tools once the offer is signed.

We:

• Support offer negotiation so nobody gets cold feet at the last minute.

• Help you set expectations and a simple onboarding plan.

• Check in after start to make sure both sides are actually happy.

• For higher tiers, we wrap this into broader people and HR support so performance, feedback, and progression aren’t an afterthought.

Startup gets light “don’t drop the ball” support. Maturity gets more structured check-ins and process.  Growth wraps this into wider people strategy – so as you scale, you’re building a proper team, not just stacking bodies.

Outcome: new hires who actually stick, add value, and don’t have to be replaced in 6 months because everything was a bit of a shambles.