The sequence is simple enough for a lean team and rigorous enough to expose the tradeoffs that matter.
Choose the concern that matters most, inspect what First Hire makes visible, and move toward the next hiring decision with fewer unknowns.
Start with the work that is delayed, repeated, dropped, or still owned by the wrong person. We identify the operating cost of that bottleneck, which work can be delegated, what must remain with the founder or manager, and whether there is enough stable ownership for a durable role.
Start with the work that is delayed, repeated, dropped, or still owned by the wrong person. We identify the operating cost of that bottleneck, which work can be delegated, what must remain with the founder or manager, and whether there is enough stable ownership for a durable role.
The kickoff turns that diagnosis into 30/60/90-day outcomes, recurring responsibilities, decision rights, required working-hour overlap, manager, tools, compensation range, interview team, and conditions that should stop the search. The approved scorecard becomes the shared source of truth.
Sourcing follows the actual constraints instead of a generic title. First Hire reviews market feedback as the search develops and surfaces scope, schedule, or compensation conflicts early rather than quietly lowering the standard.
Candidates complete a structured live conversation and a respectful, role-relevant work sample before client introduction. We record what was observed, what remains self-reported, and which questions still require verification; accent and personality similarity are not scoring criteria.
The First Hire Brief organizes role evidence, availability, compensation alignment, motivation, strengths, tradeoffs, and suggested interview probes. The client receives a manageable decision set, not a directory of profiles or an unexplained match score.
We coordinate structured interviews, references where approved, offer alignment, start date, and a clean onboarding handoff. The client makes the final decision and remains responsible for classification, employment or contracting, payroll, equipment, security access, supervision, and ongoing management.
Start with the work that keeps interrupting your week, plus the timeline and working-hour overlap you need.