Hire-to-Productivity

Right person hired, onboarded, and productive within 90 days

You hired someone. Ninety days later they still aren't productive.

• Area: People
• Time savings: Typical run: Weeks to months — recruitment through first performance check
• Try it: "Need to hire someone — new role, replacement, or capacity expansion"
• Compounding: Each run refines templates and context — 4 automated steps improve with accumulated data
• Frequency: Per new client
• Published: 2026-08-01

Inputs

• 📋 Role title and team it belongs to
• 📋 Why the hire is needed (growth, replacement, new capability)
• 💰 Budget / compensation range
• 📅 Timeline (when do you need someone started)
• 📋 Must-have vs nice-to-have skills

What BOB does

1. team-composition-analysis → define the role: responsibilities, skills needed, reporting line, success criteria
2. hr-ops → create job description, choose sourcing channels, set interview process
3. Review JD and interview plan, begin sourcing
4. linkedin-searches → build Boolean searches for candidate sourcing on LinkedIn
5. Interview candidates, check references, make offer
6. employment-contract-templates → draft offer letter and employment contract

Outputs

• 📋 Role Definition.md
• 📋 Job Description.md
• 🔍 Boolean Searches.md
• 📄 Offer Letter.pdf
• 🗺️ 30/60/90 Plan.md
• 📋 Review Doc.md