Instant scores · one thing to fix first
Do you have a hiring method, or a habit?
Most leaders are promoted and expected to know how to hire. Four minutes of honest answers, and you see which of the three parts is costing you people.
Twelve questions · about four minutes · scores on screen
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What leaders say
The method holds up when the hire is real.
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 – we cut time-to-offer by ~30%* on our next engineering round.
Christoph Henzelmann
Engineering Chapter Lead, DKB
Konstanty is one of the most insightful professionals I’ve worked with when it comes to hiring and organizational strategy. Working with him has been a game-changer – agency spend down ~40%* in two quarters as managers owned the process. If you’re serious about building a high-performing team, he is the person you need by your side.
Oliver Aust
Founder, Eo Ipso
Konstanty and the team he built around him, is ultra-professional, laser-focused, no-frills and altogether a joy to work with. Our leadership debriefs stopped looping – decision cycles shortened by roughly two weeks* per senior hire.
Christoph Monnet
Board Member, Hypoport InsureTech
How it works
A score, then a place to start.
Answer twelve questions
About how you actually hire — not how you would describe it. Four minutes.
See three scores out of 100
Clarity, capability, operationalization. Same method the programmes teach.
Get the one thing to fix first
Not a dashboard. A named gap, in order, and what to do on the next role.
What gets measured
Three areas, in order.
01
Clarity
Define the role before you meet anyone.
Mission, outcomes and three to five competencies — written, and signed off by everyone who can veto the hire.
02
Capability
Interview for evidence, not impression.
The same questions, in the same order, against the same bar. Notes written before anyone compares.
03
Operationalization
Make it the way the team hires.
A scorecard before the debrief, a loop that runs without you in the room, and a six-month check on the prediction.
Skip the first and the other two produce confident, well-documented mistakes.
The person behind it
Built from 12,000 interviews, not a template.
Konstanty Sliwowski. Published author. Twenty years hiring internationally — a thousand decisions lived with. The benchmark scores the same three parts the programmes teach.
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