Hiring Demand Is There, but the Process Produces Inconsistent Decisions
A focused diagnostic and operating-system engagement — fix the hiring system before scaling the hiring volume.
01 Qualify the fit
Who This Is For
A good fit if
- Hiring decisions feel inconsistent across roles or interviewers.
- Candidate experience is weak, or interviews aren't producing real evidence.
- Founders and hiring managers are absorbing too much recruiting drag.
Not the right fit if
- You have one urgent, pivotal role open now — see Critical Search instead.
- You need ongoing recruiting delivery, not a diagnostic — see Fractional Recruiting instead.
- Your hiring process is already working and simply needs more capacity.
02 Define the scope
What the Engagement Can Include
- Hiring-process diagnosis
- Role scorecards and interview architecture
- Hiring-manager and interviewer workflow
- Candidate experience improvements
- Recruiting metrics and operating rhythm
03 Run the sequence
How the Work Happens
Define the decision — diagnose where the current process breaks down and what a better decision requires.
Create market signal — calibrate role scorecards and interview architecture against real market signal.
Assess for evidence — build interviewer workflow and structured evaluation your team can run consistently.
Close with conviction — put metrics and an operating rhythm in place so the system holds after the sprint ends.
04 Confirm the record
Relevant Experience
19+ years recruiting, including senior roles at Google, Microsoft, and Airbnb.
Built Airbnb India's engineering team from zero.
50,000+ resumes reviewed and 2,000+ interviews conducted, across a talent network of 500,000+.
Every engagement is scoped, calibrated, and closed by Joshua personally, with a small research team behind the search.
05 Answer the objections
Common Questions
How long does a sprint take?
It's a fixed-scope engagement rather than an open-ended retainer, with the length agreed once the scope of the diagnosis is clear. It is measured in weeks, not quarters.
Is this just an audit report?
No. The diagnosis is the first part; the deliverable is a working system — role scorecards, interview architecture, hiring-manager workflow, and an operating rhythm — plus the enablement to run it.
Will my team actually be able to run it afterwards?
That's the test of the engagement. Interviewers and hiring managers are trained on the structure while it's being built, so the process stays with the team rather than leaving when the sprint ends.
Can it lead to ongoing support?
Often. Some teams fix the system and run it themselves; others move into a Fractional Recruiting engagement to execute the first searches through the new process. Either is fine — the sprint is not a lead-in to a mandatory retainer.