The idea
Most companies try to solve hiring by adding sourcing capacity — a recruiter, an agency, more outreach. The higher-leverage move sits one step earlier: defining what a great version of each role looks like, how candidates are evaluated, and why someone should join, so everyone who hires works from the same standard.
The Ignition Sprint puts that system in place quickly. It is a diagnosis and a starting build — the foundation the rest of your hiring runs on, whether that hiring flows through you today or through a recruiting team you have started to grow.
Two sessions, one working system
The Reality
A clear-eyed read of how hiring works today — where it is strong, and where the system will bend as the company grows. The starting point everything else is built on.
The Path
The priorities that matter most, sequenced into a build plan — and a preview of the 90-Day Talent System that turns the plan into a fully documented, team-owned foundation.
What you walk away with
- A documented view of how hiring runs today and where to focus first.
- Clear priority roles, with a working definition of what "great" looks like in each.
- A consistent way to evaluate candidates that your whole team can run.
- The beginnings of a why-join story tuned to the people you most want to hire.
- A sequenced plan for building the rest — owned by your team, not dependent on any one person.
Who it's for
Scaling technology companies at the point where hiring has become important enough to get right — founder-led, or with a small recruiting team already in place. If you are about to hire more people across more roles and levels than the company has to date, this is built for that moment.
The investment
A fixed-fee engagement, credited in full toward the 90-Day Talent System if you choose to continue — so the Sprint is a low-commitment way to see the work and the fit before a larger build.