Four ways to work on it. Interview Mastery first, then Hiring Mastery, workshops and coaching – every one of them on roles you are hiring for now.
Price on request
Course · self-paced with live clinics
For the people who interview but do not own the requisition. How to ask for evidence, how to follow up until an answer is specific, and how to write notes a debrief can actually use. Narrower than the Mastery Programme by design – this is the interview, not the whole system.
Price on request
Cohort of five · six weeks
The whole method, start to finish, applied to a role you are hiring for while the programme runs. You leave with the role defined, an interview loop your team can run without you, and a scorecard that holds up in a debrief. Most participants make a hire before the last session.
Price on request
Half day · on site
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.
Price on request
Standing hour · ongoing
A standing hour on the roles you are carrying right now. Panel design, debrief calls, an offer you are not sure about, a hire that is not working yet. Confidential, specific, and short.
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.
Yes. Workshops are on site with your leadership team. Larger organisations usually start there and move people into cohorts afterwards.
No. I do not source candidates and I do not take a fee on hires. You get the method; the decisions stay yours.
Programmes run in English. I am based in Berlin and work with teams across Europe and the US.
Then the workshop is the shorter route. We pressure-test what you have and fix the two things that are costing you money.
Not sure which one. Tell me what you are hiring for and I will say which is the shorter route.
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