One-on-One Coaching
Programmes Coaching 04
Founders, executives, heads of talent. Panel design, a debrief, an offer you are not sure about, a hire that is not working yet. Confidential, specific, and short.
45 min · with Konstanty, not a sales rep · you leave with a diagnosis either way
Featured in
The hire on your desk will not wait for a six-week cohort. You need a second pair of eyes on the panel, the debrief, the offer, or the miss – this week, not next quarter.
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.
Cadence
An hour on whatever is on your desk: the panel, the debrief, the offer, or the miss.
For
Founders, executives and heads of talent with a hire they cannot afford to get wrong.
You bring the case. We put a standard on it, written down, before the next conversation. Gut feel is memory you cannot audit. I do not sit in and perform the interview for you – you run the next one.
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. I appreciated the class for its pragmatic, easy-to-apply framework.
Christoph Henzelmann
Engineering Chapter Lead, DKB
Konstanty’s "School of Hiring" is a must for any hiring manager. Throughout the programme, he not only breaks down the “why” behind each training module, but also equips you with a clear, actionable toolkit for every step of your hiring process, from the preparation all the way to crafting an onboarding plan for your new hire. I especially loved the "Hiring blueprint" and "Interview Mastery" modules. What really sets this programme apart are the 1:1 coaching sessions – first-year attrition on those hires dropped ~25%*. Can’t recommend it enough!
Stiliyana Yordanova
Engineering Manager, DKB Code Factory
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
Konstanty is one of the most insightful professionals I’ve worked with when it comes to hiring and organizational strategy. His ability to combine a deep understanding of business with a methodical, people-focused approach is exceptional. 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
Trusted by
45 min · with Konstanty, not a sales rep · you leave with a diagnosis either way
01
Who is in the room, who is assessing what, and why three people asking the same question is how you hire by vibe. We design the loop around the role you are carrying, not around calendars.
You produce
A loop designed around the role you are carrying: who is in the room and who is assessing what.
02
A call you are about to run, or one that already went sideways. We look at the notes – or the absence of them – and write the opening so the conversation is about evidence rather than certainty.
You produce
A debrief opening written from the notes – or the absence of them – so the conversation is about evidence.
03
You are not sure, and the clock is running. We go back to the standard you wrote before you met anyone and ask whether the evidence reached it. If it did not, the kindest thing is not to proceed.
You produce
A decision against the standard you wrote before you met anyone.
04
A hire that is not working yet. Eighteen months is usually when you find out what the interview was worth. We do that review on purpose, while there is still something to do about it.
You produce
A review of a hire that is not working yet, while there is still something to do about it.
45 min · with Konstanty, not a sales rep · you leave with a diagnosis either way
01
A live role, a panel that will not agree, an offer, a miss. Not a curriculum. The hour is for whatever is actually on the desk.
02
What good looks like, written down, before the next conversation. Gut feel is memory you cannot audit. This is the alternative.
03
I do not sit in and perform the interview for you. You leave the hour able to run the next debrief, the next screen, the next offer call.
04
What the notes said. What you ignored. Whether the prediction is holding. The second number – decisions lived with – is the one that teaches anything.
Before
A panel that will not agree, and no time for a cohort.
After
The loop designed around the role you are carrying, not around calendars.
Before
A debrief about to go sideways, or notes that were never written.
After
The opening written so the conversation is about evidence rather than certainty.
Before
An offer you are not sure about, and the clock is running.
After
A decision against the standard you wrote before you met anyone.
First win
What good looks like, written down, before the next conversation.
Published author. Twenty years hiring internationally — a thousand hiring decisions lived with. The work is done on your live roles, and watched the way surgery is watched.
Cancelled in a week you do not need it. Kept when the next hire is the one that matters.
01
Pick a time and tell me what you are hiring for.
02
45 minutes on your hiring today, the gap, and whether this offer fits.
03
Within one working day of the call: the dates, and what to have ready.
04
You bring a live case: a role, a panel that will not agree, an offer you are unsure about, or a hire that is not working yet. Remote by default. Berlin when that is shorter.
Investment
Price on request
No hard sell. If it is not a fit, I will say so.
45 min · with Konstanty, not a sales rep · you leave with a diagnosis either way
Included
No. I do not source and I do not place. The hour is for the judgement calls you are already making.
A live case: a role, a panel that will not agree, an offer you are unsure about, a hire that is not working yet. Not a curriculum.
Yes. Keep it when the next hire is the one that matters. Cancel when the desk is quiet.
Remote by default. Berlin when that is shorter.
45 min · with Konstanty, not a sales rep · you leave with a diagnosis either way