School of Hiring – Konstanty Sliwowski
People are your greatest asset.
Make sure your business can hire them.
School of Hiring is not recruitment. Nobody is found for you and nothing is charged on the hire. What you get is a standard the whole organisation hires to, not a process one person remembers.
Thirty minutes. One role. Three things written down.
Featured in
- Interviews
- 12,000+
- Hiring decisions
- 1,200+
- Companies
- 100+
interviews
hiring decisions
companies
94% of hires pass probation at six months at companies that have implemented the programme.
How it is delivered
Programmes
Three programmes. One standard.
01
Hiring Mastery.
One standard for the whole organisation. Built with your leadership team around the roles you are filling this year, put in front of every manager who hires, and held in a system so it is still there next year.
Details →02
Interview Mastery.
The whole hire rides on a sixty-minute conversation. This makes sure your managers walk out of it with evidence instead of a good story, and that the person they say yes to is delivering results a year from now. Included in Hiring Mastery, and available on its own.
Details →03
Executive Workshops.
One room, one leadership team, your real hiring plan. We take the next three or four roles and define them properly. It is usually the first time the group finds out they disagree about what a role is for – which is cheaper to discover here than in an offer discussion.
Details →The audit tells you whether you need one of these, which, and when.
Thirty minutes. One role. Three things written down.
Who has done this
Learning to articulate clear role expectations and the attributes candidates need to succeed has transformed my hiring approach. With that foundation, every subsequent decision becomes straightforward.
Christoph Henzelmann
Engineering Chapter Lead, DKB Code Factory
Konstanty and the team he built around him are ultra-professional, laser-focused, no-frills and altogether a joy to work with. Our leadership debriefs stopped looping.
Christoph Monnet
Board Member, Hypoport InsurTech
What really sets this apart are the 1:1 sessions. Konstanty breaks down the why behind each step and equips you with a clear toolkit, from preparation all the way to an onboarding plan for the new hire.
Stiliyana Yordanova
Engineering Manager, DKB Code Factory
His ability to combine a deep understanding of business with a methodical, people-focused approach is exceptional. If you are serious about building a high-performing team, he is the person you need by your side.
Oliver Aust
Founder, Eo Ipso
The Hiring Mastery Programme has been transformational for me and my business. I now approach hiring with confidence and clarity, and the tools Konstanty has shared have saved me countless hours while improving the quality of hires.
Karianne Lamm-Kittelsen
Founder
In addition to his exceptional recruitment skills, Konstanty brings a deep understanding of overall business strategy. He consistently considers the bigger picture and offers strategic insights to enhance not only the hiring process, but the overall talent management strategy.
Aish Agarwal
Co-Founder & CEO
Konstanty has that unique competence mix of entrepreneurship and even corporate-like organisational development. His understanding of business is outstanding.
Przemyslaw Koper
CEO, Espeo Software
This workshop gave us a shared understanding of what we were actually hiring for. That alone changed the quality of our interviews.
Managing Director
ARDELT
Case study
DKB Code Factory.
One standard, 100+ managers, and what happened to the decision when nobody senior was in the interview.
The book
Get to the Point.
The Interviewer's Playbook.
For the people who decide who to hire. The questions, the response models and the scoring, in one place.
Cuts through the fluff and gives a clear structure to ask better questions, listen for the right answers, and stop relying on gut feel. If you want to stop making hiring mistakes and build a great team, buy this book.
Free · Live
Forty-five minutes on the two things behind most bad hires.
Next session: Thursday 8 October 2026, 17:00 CET. Role definition and structured assessment, run live on a role someone in the session is filling now.
Start with the role you are about to fill.
Forty-five minutes on the role you are about to fill. You leave with the first ninety days written down, the places the right person is most likely to be, and a straight answer on whether your business is set up to hire them.
Thirty minutes. One role. Three things written down.
Questions
How much time does it take?
Two to three hours a week for six weeks. The work is your own hiring, so most of it replaces something you were already doing, less well.
Do you run this in-house?
Yes. Workshops are on site with your leadership team. Larger organisations usually start there and move people into cohorts afterwards.
Do you recruit?
No. I do not source candidates and I do not take a fee on hires. You get the method; the decisions stay yours.
What language do you work in?
Programmes run in English. I am based in Berlin and work with teams across Europe and the US.
We already have a hiring process.
Then the workshop is the shorter route. We pressure-test what you have and fix the two things that are costing you money.
About the founder
Konstanty Sliwowski
Hiring educator. Berlin. Twenty years in the room.
Twenty years in hiring – 12,000 interviews and more than a thousand decisions lived with. The work is small-cohort, live-role, and built so a manager can still explain a call six months later.
More about Konstanty →Thirty minutes. One role. Three things written down.