Free Tools & Templates
Built from hundreds of conversations with founders and engineers. Use them to plan a hire, write a spec that attracts the right people, run a fair interview and onboard someone properly. Whether or not we ever work together.
Before anything else, plan the hire. Work through the business case, timing and budget, then download a one-page hiring plan you can take to your co-founders or board. The most common hiring mistake is starting too late, so this is where to begin.
Plan the hireThen, In Order
Check you are ready, get clear on the role, then write the advert candidates see.
Before you spend a day searching, check you are set up to succeed. Score your readiness across seven dimensions and get a report on exactly what to fix first.
Take the scorecardGet aligned on what you actually need, for you and your team. A structured brief and an honest read on where this search will be hard. Your internal alignment document, not the advert.
Build your briefStep 3 · Write the advert
Pick the builder that matches your hire.
For one of your first engineering hires. Sells the opportunity: real ownership, equity and the chance to build from scratch. Turn your brief into a branded job description in my house style.
Open the builderFor an established team hiring backend, frontend, full stack, senior, engineering manager or head of engineering. Pick the role to load a tailored starting point, then edit it to fit.
Open the builderOnce applications arrive, score them the same way every time. Decide what good looks like before you meet anyone, give every interviewer the same anchored sheet, and turn four opinions into one defensible decision. Build a scorecard for each stage and hand a copy to your panel.
Build your scorecardYou have chosen. Now win them. Most offers fall through on framing, not money, so this sets out the terms clearly and sells the opportunity in the same document. Fill it in, download a branded PDF, and send it the moment you decide.
Build the offerYou worked hard to hire them. Now do not lose them in month one. One document in two parts: a tick-off checklist for the first month, then a ramp plan with real ownership milestones by day 30, 60 and 90, and by month 6 and 12.
Build the planTell me what you need and I'll tell you whether I can help. We'll take it from there.
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