Built for service firms whose founders are making their first 1–5 remote hires.Inspect the brief
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HOW IT WORKS

A search process designed to reduce uncertainty at every handoff.

The sequence is simple enough for a lean team and rigorous enough to expose the tradeoffs that matter.

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Onboarding pathway in three stages built from frosted acrylic blocks, folders, and blue markers
30/60/90 onboarding pathway visual for role handoff.
WHAT TO VERIFY

See what First Hire documents before you spend time interviewing.

Choose the concern that matters most and inspect the information, safeguards, or terms that should be clear before you continue.

WHAT YOU CAN INSPECT

Diagnose the bottleneck

Start with the work that is delayed, repeated, dropped, or still owned by the wrong person.

Evidence made inspectable Tradeoffs named plainly Next action stays clear
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THE HANDOFF MATTERS

A placement only becomes useful when ownership transfers clearly.

The search plan includes role context, manager expectations, access boundaries, and the first operating cadence so the selected person joins a working system instead of an empty inbox.

Coworkers collaborating around laptops in a bright office
01

Diagnose the bottleneck

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.

02

Define the win

The kickoff turns that diagnosis into outcomes for days 30, 60, and 90, recurring responsibilities, decision rights, required schedule overlap, manager, tools, compensation range, interview team, and conditions that should stop the search. The approved scorecard becomes the shared source of truth.

03

Search against the scorecard

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.

04

Verify evidence that reflects the job

Candidates complete a structured live conversation and a respectful work sample tied to the role before client introduction. We record what was observed, what the candidate reported, and which questions still require verification. Only evidence tied to the role’s requirements is scored.

05

Review a small shortlist

The First Hire Brief organizes role evidence, availability, compensation alignment, role interest, strengths, tradeoffs, and suggested interview probes. The client receives a manageable decision set, not a directory of profiles or an unexplained match score.

06

Select and hand off

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.

THE FILTER

Most searches collect applicants. This one filters them.

Every stage removes guesswork you would otherwise pay for in interviews. Your brief reports what each screen found and which questions still need an answer.

01 Sourced against your scorecard

The search starts from role outcomes, tools, schedule, and constraints, not a job title.

02 Communication screen

A live conversation and written scenario assessed for clarity, listening, and judgment.

03 Role skills + references

A work sample that reflects the job, scored against prewritten anchors, followed by verification.

04 Your shortlist

A focused shortlist with evidence attached, never a directory of profiles.

NEXT DECISION

Continue only with the page that resolves your next question.

Inspect the standardHiring standardInspect the deliverableSample candidate briefUnderstand the termsPricing model
A CLEARER NEXT STEP

Bring us the bottleneck. We’ll help name the role.

Start with the work that keeps interrupting your week, plus the timeline and schedule overlap you need.

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EVIDENCE BEFORE INTERVIEWS · YOU MAKE THE FINAL CALL