STOP EXPENSIVE MIS-HIRES BEFORE THEY HIT CLIENTS, CULTURE, & CASHFLOW
We help privately owned professional services firms (10–100 employees) implement The Hiring OS™—built from your company DNA—so you can verify role fit + character alignment before you make the offer.
"We had MAJOR staff turn over… MASSIVE improvements in the office environment, customer service, and processes.” - Jerrica Seilstad, JK Property Management
MOST HIRING PROCESSES DON'T REVEAL WHAT YOU ACTUALLY NEED TO KNOW
So you take a risk and you pay for it later.
- They interview great… then churn within the first year.
- You hire for skill & experience but miss character.
- Turnover is killing margin, momentum, and morale.
- Leadership is stuck in rehiring, retraining, and cleanup.
- Client delivery suffers because of continuity breaks.
In professional services, consistency is the brand.
One mis-hire doesn’t just cost money—it can cost relationships, referrals, and reputation.
INTRODUCING: THE HIRING OS
A hiring operating system for professional services firms where delivery quality depends on people.
The Hiring OS™ is a company-wide, repeatable system built from your company DNA. We define what “great” looks like (criteria), convert it into scorecards, then design high-signal interviews where
every question maps back to the scorecard—and every scorecard line maps back to your criteria so you hire on evidence, not vibes.
The Hiring OS™ is built to avoid costly mis-hires by verifying role fit and character alignment before you make the offer so you can protect continuity + client trust.
WHAT OUR CLIENTS SAY ABOUT WORKING WITH US
Thanks to you and your system we have an all star squad coming to join us this summer… loved the process we ended up with.
Drew Chaput,
Gallatin River Guides
We had MAJOR staff turn over… MASSIVE improvements in the office environment, customer service, and processes.
Jerrica Seilstad,
JK Property Management
The concepts have proven vital for helping my company progress… I would highly encourage you to use them.
Seth Haak,
Five Talents Realty
HOW THE HIRING OS™ WORKS
We extract what “great” looks like in your business — then build and implement your Hiring OS that reliably selects for it.
PHASE 1: CLARITY
Extract Your Company DNA
Structured discovery with leadership + top performers to capture success patterns and failure signals.
PHASE 2: CRITERIA
Codify What ‘Great Looks Like’
We translate patterns into objective criteria so standards become objective and measurable.
PHASE 3: SYSTEM
Build Your Hiring OS
We build high-signal questions, scorecards, interview structure, and a decision rule your managers can run consistently.
PHASE 4: IMPLEMENT
Train + QA The First Hires
We train managers and support live hiring with debriefs and refinement—so the system sticks.
WHAT YOU GET
Everything is built for your company and the role(s) you’re hiring—no generic templates.
- Company + Candidate Profiles -A clear definition of what “great” looks like—and what to reject.
- Recruiting Messaging & Job Description - Attract more right-fit candidates and repel misfits earlier.
- Interview Scorecards - Objective evaluation so decisions aren’t driven by gut feel.
- High-Signal Interview Questions- Evidence-based prompts that reveal patterns rehearsed answers can’t.
- Interview Structure + Scripts - Consistency across managers so candidates are comparable.
- Decision Framework -
Clear advance/reject criteria so you hire with confidence.
DONE-WITH-YOU IMPLEMENTATION & SUPPORT
- 2-hour virtual Clarity Workshop
- Live manager training
- 3× 1:1 implementation coaching calls
- First-hire interview debriefs + QA
- Training portal access with videos + tools
- Email support
GET A HIRING CLARITY CALL
Find the gaps causing costly mis-hires—and get a plan to fix them before your next offer.
In 30 minutes we will:
- Map your current hiring process
- Pinpoint where it’s breaking down (and why)
- Give you 2–3 improvements you can implement immediately
- If it’s a fit, outline how we’d implement The Hiring OS™ in your business
Clarity first. No pressure. No pitch unless it’s a fit.
WHO THIS
IS
FOR
- Privately owned professional services firms (10–100 employees) in the US
- Delivery depends on people + process (quality is the product)
- Specialized roles where standards matter
- You invest in development (training, certifications, ramp time)
- Retention and continuity protect client trust, speed, and service consistency
- You compete on relationships + quality, not lowest price
WHO THIS IS
NOT
FOR
- Commodity businesses where hiring quality doesn’t affect outcomes
- High-churn models where turnover is “normal”
- Teams unwilling to define standards or run a consistent process
- Leaders who want “better questions,” not a repeatable hiring system
- Public companies/franchises with rigid HR constraints
FREQUENTLY ASKED QUESTIONS
How do you know if someone is truly aligned before you hire?
You can’t guarantee the future—but you can dramatically reduce risk by using high-signal questions and follow-ups that require real examples, patterns, and evidence (not polished claims). The Hiring OS™ is designed to surface misalignment early—before it becomes a client or culture problem.
How quickly can we start using this?
Once your Hiring OS is built, you can use it in your very next interview. We support early hiring with debriefs so the system becomes consistent across managers.
What if we’re only hiring 1–2 roles, is this overkill?
It depends on the cost of being wrong. If a mis-hire triggers rework, client issues, or leadership burnout, it’s not “one role.” It’s a chain reaction. Once built, The Hiring OS™ becomes a repeatable asset you use every time you hire.
What if we implement this and still make a bad hire?
It can happen—humans are complex. The difference is you’ll know why it happened, you’ll have evidence to refine criteria, and you’ll reduce repeats because the system improves with use. Bad hires are costly. Repeated bad hires are a system problem—this fixes the system.
NOT SURE HOW TO ASK BETTER QUESTIONS IN YOUR INTERVIEWS?
GET OUR HIGH-SIGNAL INTERVIEW QUESTIONS THAT REVEAL WHAT RESUMES AND REHEARSED ANSWERS CAN'T
Guaranteed to drastically improve the quality of interview conversations you have
Interviews aren’t valuable if the candidate only tells you what you want to hear. This resource gives you a set of high-signal interview questions designed to pull out specific, verifiable examples instead of vague, rehearsed statements. This way you can get to know the real person—not the polished candidate.
