Hiring, after the work has been measured
We measure the work first, then find the person it needs.
Before a role opens, we measure the work it would take on, because AI or a process often covers part of it. The rest becomes a written role, a scorecard and a screened shortlist. The hire is yours from day one.
Is it a fit?
The work
You can describe a week of what the new person would be doing.
The judgment
Part of that week needs a decision only a person is allowed to make.
The scorecard
You can say what good looks like at ninety days, in a sentence.
Start here. You get back what the work the role would absorb costs you today.
Measure the work first
What you get
The work, before the role
A week of measurement on the work the hire would absorb. A third of it usually turns out to need no person at all.
A role written from evidence
What the person owns, what good looks like at ninety days, and the two things that would make it the wrong hire.
Sourcing, not waiting for applicants
We go and find people, screen them against the scorecard, and hand you a shortlist with notes on each.
Structured interviews and real references
The same questions in the same order, scored, and references asked properly. You decide, and you keep the record.
Why most hires are a process problem in a suit
The request arrives in the same words every time: we are drowning, we need another person. The first half is almost always true and the second half almost never follows from it. Work sits in a queue, the queue is caused by an approval or a handoff, and a new hire joins that same queue behind that same approval. Six months later the team is drowning at a higher cost, and now there is a person whose job depends on the queue existing.
So the first week is measurement rather than a job advert. Where the hours go, which of them repeat, and which need a decision only one person is allowed to make. What survives that is a real role, and a real role is straightforward to hire for, because you can describe it, score it and tell within ninety days whether it worked.
If the role is being written because something is late, hire or fix the system is the question underneath it. When the seat is needed before the hire, a dedicated team fills it.
Questions we get
Do you place the person, or just advise?
Both. We measure the work and write the role, then source, screen and reference candidates and hand over a shortlist. You interview and you decide.
Do you employ them or run payroll?
No. We are not an employer of record and we do not hold the contract. The hire is yours from the first day, on your paper.
What if the answer is that we should not hire?
Then that is the answer, and it usually arrives in the first week. It has been the answer often enough that it is worth saying up front.
Which roles do you work on?
Operations, finance, engineering, data and the support roles around them. Roles where the work can be measured, which is most of them.
How is this different from a recruiter?
A recruiter starts at the job description you wrote. We start at the week the job is supposed to fix, which is why some searches end before they start.
More in the guides and every answer in one place.
Shaheer leads the work, with engineers, writers, filers and analysts behind him. C-suite operations for a San Francisco AI company, Six Sigma on the process side, Anthropic certified on the Model Context Protocol, ten years across eight industries. See what we have built
