Run hiring like a system, not a gamble: define the role by outcomes, interview to predict the job, onboard so people want to stay, and keep your best with the levers money can't buy.
A bad hire costs you months of salary, a dragged-down team, and the work you quietly take back yourself. Hiring on instinct — a copied job post and a friendly chat — is a gamble on a decision this expensive.
You can't control who walks through the door, but you can control whether you're choosing or settling — and most owners are settling without realizing it. Right now hiring probably runs on a hopeful yes.
This course turns it into a system. Across nine lessons you'll build a complete hire-and-keep system for one real role, one piece at a time: a role defined by the outcomes you actually need, a pitch only a small company can make, an interview that predicts the job instead of rewarding charm, a first 90 days that makes someone want to stay, retention levers a giant can't match, and a light quarterly rhythm so you're never panic-hiring again.
Founders and owners: making expensive hires on instinct who want a repeatable system instead of a hopeful yes.
Team leads and managers: who need interviews that predict performance and onboarding that makes people stay.
Small businesses competing for talent: who can't outbid the giants and need to win on role clarity and culture instead.
9 lessons to get you from zero to confident. Start at your own pace.