Offer 1: Hiring Roadmap Sprint

Founders planning multiple hires in the next 12 months and beyond.

• "We keep opening roles in a rush when something breaks or someone gets overloaded."

• "Everyone has a different view of who we need next—and no one's aligned."

• "Interviews take ages, we repeat ourselves, and decisions still feel like guesswork."

• “I’m in too many interviews and still not confident in the final decision.”

This is not a “bad job advert” problem.

The real issue is that hiring decisions are not anchored in your milestones and the actual work that needs doing. There is no shared, prioritised view of:

• Which roles are must-hire vs nice-to-have

• In what sequence they should be hired

• How you will assess “good” for each role

So every new role becomes a debate, and every process is reinvented from scratch.

• You waste time on misaligned interviews and endless debriefs.

• You make rushed hires into badly scoped roles – and pay for it later.

• Critical work stalls because you guessed the wrong hire or hired at the wrong time.

• Your recruiter/agency is operating on vague briefs and fills roles that may not be right.

Hiring becomes noise instead of a lever.

1. Keep reacting – open roles when there’s pain and hope it works out.

2. Throw more recruiters at it – improve sourcing, but not the underlying decisions.

3. Step back and design the hiring system once and for all – link roles to milestones, prioritise them, fully build out at least one critical hire in a way you can repeat for every role, and train interviewers.

The Hiring Roadmap Sprint is option 3.

If you stay in reactive mode:

• You keep burning founder time on messy processes.

• You increase the odds of at least one painful, expensive mis-hire.

• You struggle to answer investors when they ask, “What is your hiring plan?”

If you run the sprint:

1. A clear 12-month hiring roadmap linked to your business milestones.

• Must-hire, nice-to-have and park-for-later roles.

• Sequenced by quarter based on milestones, dependencies and runway.

2. One critical role fully scoped with a complete interview toolkit.

• Role card (purpose, outcomes, responsibilities, job description and advert).

• Competency-based interview rubric.

• Four-stage funnel design.

• Scorecards for each stage.

• Question bank tied to competencies.

• Structured debrief template.

• 30–60–90 onboarding plan.

3. Interviewers trained so the process works without you in the room.

• Delivered to the founder and up to 6 interviewers.

• How to ask strong questions, capture evidence, and run debriefs.

• Checklists and a “how we interview here” one-pager.

4. A repeatable hiring playbook

• How to use the roadmap time and again.

• How to reuse the toolkit for future roles.

• A 1-page summary for the board or advisors.

£5,500 (+ VAT where applicable)

Say you're looking at a Senior IC or Lead at £90k base. A conservative cost of a mis-hire commonly lands between 1.5× and 2.0× salary - factoring in comp, recruiting, onboarding, severance, lost productivity, team drag and missed opportunity. That's £135k–£180k for a £90k role, and can be far higher in leadership roles (Topgrading studies suggest 5–27× salary depending on seniority and role).

The Hiring Roadmap Sprint gives you a 12-month plan linked to your business milestones, plus a fully scoped end-to-end recruitment plan for your priority role that's repeatable for any role. You get trained interviewers so you cut debate and interview waste, make faster and higher-signal decisions, and minimise the chances of a mis-hire costing £135k–£180k. For just that one role. The return on a £5.5k investment is clear and compounding.