Optimize Your Workforce Systems
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✓ Average 50-100x ROI in first year
✓ Limited to 12 engagements per year
✓ Application-only service
You've Hit the Growth Ceiling
You built an incredible product. You found product-market fit. You raised your Series A. You're growing 100% year-over-year. But now you're spending more time managing people problems than building your business.
Hiring that used to take four weeks now takes four months, and you're losing top candidates to faster-moving competitors. Your best people are burning out because roles and responsibilities are unclear, and work is constantly falling through the cracks. Every decision gets bottlenecked at you or your leadership team because nobody knows who's empowered to decide what. Your compensation structure is a patchwork of individual negotiations creating internal conflict and resentment. And you're spending 15 hours every week firefighting performance issues, mediating conflicts, and making hiring decisions instead of focusing on product, customers, and growth.
You know you need to professionalize your workforce systems. You've tried reading books, downloading templates, and attending workshops. But generic advice doesn't work when every startup is different. You don't have time to figure this out yourself, and you can't afford to get it wrong. Every month you delay costs you in mis-hires, lost productivity, and missed opportunities. You need someone who's built these systems 100 times before to work alongside you and customize them for your specific business, culture, and stage.
That's exactly what we do.
Th Solution
We Build Your Complete Workforce Infrastructure in 12 Weeks
The Done-For-You Founder Workforce Blueprint is an exclusive 12-week engagement where we partner with you and your leadership team to design and implement six core workforce systems that transform how you hire, manage, and scale your team.
This is not consulting where we deliver recommendations and disappear. We roll up our sleeves and build everything alongside you—from hiring processes and role definitions to compensation structures and organizational design. We facilitate workshops with your leadership team, interview your employees, draft every document and template, train your managers, and stay with you through implementation until these systems are live and working.
By the end of 12 weeks, you will have a complete, customized workforce infrastructure that allows you to hire 30-50% faster, improve quality-of-hire by 25-40%, reduce turnover by 30-50%, and reclaim 10-15 hours per week in your calendar. Most importantly, you'll have the organizational foundation that allows you to scale with confidence from 50 to 500 employees without rebuilding everything from scratch.
Six Complete Workforce Systems Built for Your Company
Strategic Workforce Planning System
We create a comprehensive 12-month hiring plan that maps every role you need to fill, prioritized by business impact and urgency. You receive role definition templates for each position that document purpose, responsibilities, decision rights, success metrics, and growth paths. We establish a quarterly review process to adjust your hiring plan as your business evolves, ensuring you're always building the team you need to achieve your strategic goals rather than reactively filling gaps.
Repeatable Hiring Process
We design a structured, five-stage hiring process customized for your company that cuts time-to-hire in half while improving quality-of-hire by 25-40%. You receive complete job descriptions for your top five priority roles, structured interview guides with 40+ behavioral questions organized by competency, candidate assessment scorecards that enable objective evaluation, offer letter templates, reference check questions with guidance on interpretation, and comprehensive 30-day onboarding plans. We train your hiring managers on how to use these tools effectively, ensuring consistency across your organization.
Role Clarity and Accountability System
We work with your leadership team to define every role on your team with crystal clarity, eliminating the confusion and conflict that comes from overlapping responsibilities. You receive role definition documents for every position, a decision rights matrix that maps who makes what decisions across seven key business areas, an accountability charter that defines how your team makes and tracks commitments, and weekly check-in agendas that maintain accountability without creating bureaucracy. This system eliminates decision-making bottlenecks and empowers your team to move fast without constant escalation.
Performance Management System
We build a lightweight performance management system that creates a culture of continuous feedback rather than dreaded annual reviews. You receive goal-setting frameworks that align individual work with company objectives, structured one-on-one meeting agendas that ensure regular feedback, performance review templates for mid-year and annual reviews, performance improvement plan templates for addressing underperformance, and training for your managers on giving effective feedback. This system ensures everyone knows what's expected, receives regular coaching, and has a clear path to growth.
Compensation and Equity Structure
We design a fair, transparent compensation system that balances market competitiveness with internal equity and budget constraints. You receive salary bands for every role based on current market data, equity allocation guidelines by role level and seniority, a compensation philosophy document that guides all future decisions, and a clear process for making compensation decisions including new hire offers, annual raises, promotions, and equity refreshes. This system eliminates the internal conflict and turnover that comes from ad-hoc compensation decisions while ensuring you can compete for top talent.
Organizational Design
We design your organizational structure for the next 12-18 months, defining clear teams with clear ownership. You receive an organizational chart for your current state and future state, team charters that document purpose and responsibilities for each team, guidelines for when to create new teams or roles as you scale, and a transition plan for moving from your current structure to your future structure. This system ensures your organizational design supports your growth strategy rather than constraining it.
Plus: Implementation Support and Manager Training
Beyond the deliverables themselves, we provide comprehensive implementation support to ensure these systems actually get used. We facilitate workshops with your leadership team to build alignment and buy-in. We train your managers on how to conduct structured interviews, give effective feedback, and hold their teams accountable. We help you communicate changes to your team in a way that builds excitement rather than resistance. We create rollout plans with clear timelines and owners. And we provide 30 days of post-engagement support to answer questions and troubleshoot issues as you put these systems into practice.
Plus: 12 Weekly Working Sessions and Unlimited Support
Throughout the engagement, we meet with you and your leadership team for 12 two-hour working sessions. These are not status update meetings—they are intensive working sessions where we make decisions together, draft documents in real-time, and solve problems collaboratively. You will leave every session with concrete deliverables and clear next steps. Between sessions, we provide unlimited email and Slack support to keep momentum going and ensure you never get stuck.
Eligibility
You Must Meet the Following Criteria for this Cohort:
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You are a founder or CEO of a startup or small business who is feeling the pain of outgrowing your early-stage people practices.
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You have raised Series A or B funding and are growing 50-200% year-over-year OR your current MRR is $10,000 or more for at least 6 months.
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You plan to hire 5+ people in the next 12 months.
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You are spending 10-15 hours per week on hiring, performance issues, and organizational firefighting, and you know you need help but don't have time to figure it out yourself.
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You value systems and processes over ad-hoc approaches.
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You understand that building infrastructure now saves time and money later.
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You are coachable and collaborative, open to feedback, willing to try new approaches, and committed to implementing what we build together.