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Define the role by its results, interview and test for the real work, and plan the first 90 days and stay conversations that keep good people.
A hire who isn't working costs you a month of pay, cover and your own evenings for every month you wait. In a small business, hiring often runs on a copied job post and a friendly chat.
The chat rewards charm and similarity, and the copied post lists duties with no results attached, so nobody can say at day ninety whether the hire is working. The people you most want are often not looking at job boards at all.
This course gives you a hiring process a small team can run without an HR department. You write a scorecard of the results the role must produce, a pitch only a small company can make, and a structured interview with a short paid work sample, scored on a sheet before the feeling sets in. Then you plan the first week and the first ninety days, and use stay interviews to find out what keeps your best people before they leave.
You walk away with a scorecard, an interview guide and a scoring sheet for one real role, a 30-60-90 plan, and the five questions for a stay interview you can hold this month.
Founders and owners: make expensive hires on instinct and want a process they can repeat.
Team leads and managers: need interviews that predict the work and onboarding that keeps people.
Small businesses competing for talent: can't outbid large employers on salary alone and need to win on the role itself.
This course is part of the academy's invite-only offering.
Access is granted by the academy after you join.