Job posts, interviews, offers, onboarding — no HR team needed.
Free Playbook · Hiring & People How to Write a Job Offer LetterThat Closes the Deal Most offer letters are either too cold and corporate or dangerously vague. Both lose candidates. Here’s how to write an offer that conveys excitement, covers everything legally, and gets a yes — with prompts for every scenario including counteroffers. … Read more
Free Playbook · Founder Mindset The Survival Guide forYour First Time Managing People Nobody trains founders to manage people — you’re just suddenly responsible for someone else’s growth, performance, and wellbeing. Here’s what actually matters in the first 90 days of managing someone for the first time. What’s in this playbook The shift nobody tells … Read more
Free Playbook · Hiring & People How to Onboard YourFirst 5 Hires Bad onboarding is one of the most expensive mistakes an early-stage founder makes. It costs you months of ramp time, destroys the confidence of great people, and creates a cultural template that’s hard to undo. Here’s how to do it right from day … Read more
Your best employee just asked for a meeting. You can tell from the message that it’s not about a project. Something is wrong. What you do in the next 72 hours will either keep them or lose them. Most founders handle this badly — not because they don’t care, but because they don’t have a … Read more
The most expensive hiring mistake a founder can make is hiring a Head of Sales too early or hiring the wrong one. I’ve seen it happen at every stage. A Series A founder finally has the budget to bring on a sales leader, hires someone impressive from a large company, and watches them fail within … Read more
Most performance review systems fail before anyone fills them in. They’re too long. Too generic. Too disconnected from how people actually work. They ask employees to rate themselves on “communication” and “teamwork” using a 1-5 scale that means nothing because nobody defined what a 3 looks like. I’ve seen this at every stage of startup. … Read more
Most Series A companies make the same mistake with their first VP of People hire. They wait until something breaks — a bad hire that costs six months, a culture problem that surfaces in an all-hands, a departing engineer who cites “poor management” in their exit interview. Then they panic-hire a People leader and expect … Read more
I’ve made three genuinely bad hires. Not “didn’t work out” bad — properly bad. The kind where you spend 3 months managing a situation that should never have existed. Each one was different. Each one was avoidable. And looking back, each one had red flags I either didn’t see or chose to ignore. Here’s what … Read more
My first remote hire almost quit in week 2. Not because the role was wrong. Not because the pay was wrong. Because I had no onboarding plan. I sent them a laptop, added them to Slack, and pointed them at a Notion doc that hadn’t been updated in 4 months. By day 10 they were … Read more
I used to copy job descriptions from company careers pages I admired. Big mistake. Those companies are optimising for volume — thousands of applicants, large HR teams to filter them, and the luxury of time. You have none of those things. When you write a job post like a Fortune 500, you get Fortune 500 … Read more