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Hiring & Onboarding

1. Hiring: The "Who" Workflow​

We do not "post and pray." We recruit actively.

Phase 1: The Scorecard​

Before writing a job description, define the Scorecard:

  • Mission: Why does this role exist?
  • Outcomes: 3-5 measurable goals for Year 1.
  • Competencies: Traits required (e.g., "Detail-oriented," "Tech-savvy").

Phase 2: The Interview Process​

  1. Screening Call (15m): Culture fit + Basic requirements check.
  2. Topgrading Interview (90m): Deep dive into career history (Chronological).
  3. Focused Interview (60m): Drill down on specific competencies.
  4. Test Project (Paid): A real-world task (e.g., "Audit this CRM setup").
  5. Reference Checks: Mandatory. Talk to former bosses, not just peers.

2. Onboarding: The "First 90 Days" System​

Onboarding is not just paperwork; it is Cultural Integration.

Pre-Day 1: The "Wow" Moment​

  • Send specific "Welcome Email" with logistics.
  • Ship laptop/swag to arrive before start date (Coordination with System 06).
  • Set up accounts (Email, Slack, Loop).

Week 1: Integration​

  • Day 1: No real work. Coffee with Manager. Setup Tech. Read the Handbook.
  • Day 2-5: "Shadowing" and consuming System 05 core training.
  • Friday: "End of Week 1" debrief with Manager.

Day 30: Quick Win​

  • Goal: Employee should have completed one meaningful task independently.
  • Review: "Start, Stop, Continue" feedback session.

Day 90: Full Calibration​

  • Review: Formal probation review.
  • Decision: "Hell Yes" or "Let Go."

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