Resources / Working Sessions
One session. One decision made right.
Facilitated working sessions for hiring leaders and interview teams. Each session covers one decision in the hiring chain - intake design, behavioral calibration, debrief discipline, or diagnostic debrief. No slides. No theory. Actual work, done in the room.
Intake Design Session
90 minutes · Hiring leader + HR partner
Build the written definition of winning for a live open role - outcome statements, behavioral standard, tolerance protocol, and the 30/60/90-day success measures. The intake document that anchors the entire search.
Outcome
A completed intake brief your team can hand to any recruiter and defend to any candidate.
Behavioral Standard Workshop
2 hours · Hiring leader + interview team (up to 6)
Align the interview team on what evidence looks like for this role - before anyone talks to a candidate. Each interviewer leaves with a scored question set and a shared definition of a strong answer versus a weak one.
Outcome
A calibrated interview team running the same standard, not comparing impressions.
Debrief Calibration Session
60 minutes · Interview panel
Run a structured debrief on a live finalist pool - evidence only, no opinions counted as data. Each evaluator presents what they heard, scores it against the behavioral standard, and flags red lines. The hire is decided on evidence, not consensus.
Outcome
A defensible hiring decision with a written record of the evidence that produced it.
Diagnostic Debrief
75 minutes · HR leader or talent acquisition team (up to 4)
A Practice Leader walks your team through your Selection Discipline Diagnostic score - dimension by dimension, finding by finding. The session maps your weakest score to the specific decision that is producing it and builds a prioritized repair sequence.
Outcome
A ranked list of what to install first, with the rationale behind the order.
Bring the decision you are trying to make.
Each session is scoped to a specific role or team. Tell us the decision on the table - which session it calls for, and who needs to be in the room - and a Practice Leader will confirm the fit and schedule the time.
A session does not fix the process. It fixes the decision that the process keeps getting wrong.
34 questions. About fifteen minutes. A scored read of where your hiring breaks.
