We help business leaders and HR teams build structured, confident hiring processes through interview training, compensation benchmarking, and hands-on advisory support.
Talk to an Advisor →Behavioral interviewing, STAR method, legal compliance, and evaluation frameworks
Market benchmarking, pay bands, internal equity, and variable compensation guidance
End-to-end process design, screening frameworks, and selection consistency
Flexible advisory partnership for HR teams and business owners
Our interview training is practical, role-relevant, and immediately applicable. Here's what we cover and why it matters.
| Topic | What We Cover | Why It Matters | Outcome |
|---|---|---|---|
| STAR Method | Structuring behavioral questions to elicit specific past examples | Past behavior is the best predictor of future performance | More consistent, defensible hiring decisions |
| Legal Compliance | What you can and cannot ask: protected classes, off-limits topics | One bad question creates legal exposure | Reduced liability, more confident interviewers |
| Scorecards | Building role-specific evaluation rubrics tied to job requirements | Reduces bias and gut-feel decision making | Objective comparisons across candidates |
| Bias Awareness | Identifying and countering affinity bias, halo effect, confirmation bias | Bad hires often result from unchecked bias | More diverse, higher-quality candidate selection |
| Candidate Experience | How the interview process reflects your employer brand | Top candidates are evaluating you too | Higher acceptance rates and better referrals |
| Offer & Close | Compensation negotiation, offer structure, and candidate closing | Offers fail when compensation expectations aren't managed | Better acceptance rates and fewer last-minute surprises |
Advisory services are priced per engagement. All pricing is confirmed in writing before work begins. Discounts available for bundled services or combined recruiting + advisory engagements.
| Service | Typical Range | Format | Timeline |
|---|---|---|---|
| Interview Training Workshop | $1,500–$3,000 | 2–4 hour session, on-site or virtual. Up to 8 participants. | 1–2 weeks to schedule |
| Compensation Structure Project | $2,000–$5,000 | Benchmarking + grade structure for 1–3 role families | 2–4 weeks to complete |
| Hiring Process Advisory | $1,500–$3,500 | Audit + process design + documentation deliverables | 2–3 weeks to complete |
| Ongoing Advisory Retainer | $750–$1,500/mo | Monthly calls + availability for questions and reviews | Month-to-month |
| Combined Package (Interview + Comp) | $3,000–$6,500 | Bundled engagement at a reduced combined rate | 3–5 weeks |
If candidates are accepting competitor offers or countering aggressively, your compensation structure may be out of market, and you don't know it yet.
When every manager interviews differently, you get inconsistent feedback, conflicting opinions, and slow decisions, all of which cost you good candidates.
A pattern of short-tenure placements or underperforming hires usually points to a broken screening or evaluation process, not just bad luck.
If hiring is handled ad hoc (different process every time, no documented criteria, no structured scoring), you're operating on intuition alone.
If your managers have never been trained on what they can and cannot ask in an interview, you have real legal risk that one complaint can surface.
Rapid growth breaks informal hiring processes. Before you scale from 30 to 100 people, you need the infrastructure to hire consistently and well.
Whether it's training, compensation, or process, we'll help you figure out where to start.
Talk to an Advisor →