A bad hire is expensive. An undocumented hiring process is risky. Most small businesses are carrying both problems without realizing it.
A good job description attracts better applicants. It also underpins your ADA accommodation decisions and your exempt classification calls, which is why vague ones cause problems long after the hire.
Unstructured interviews are the least predictive hiring tool in common use, and they are the easiest to challenge. Asking every candidate the same questions and scoring against the same criteria fixes both problems at once.
The gap between accepting an offer and feeling settled is where new hires are most likely to disengage or leave. It is also where the most preventable compliance mistakes happen.
Sometimes you do not need a better process, you need someone to actually run the search. We can take a role end to end and hand you finalists.
Usually a mismatch between what the role was described as and what it actually is, or an onboarding gap that leaves people adrift.
Different managers, different questions, different standards. You end up comparing candidates who were never actually compared.
Borrowed from a competitor or a template site, which means they describe someone else's job at someone else's company.
Often a process problem rather than a market problem. Slow scheduling and unclear decision criteria lose good candidates.
Questions about family plans, health, or age come up more often than people admit, usually with no bad intent and real exposure anyway.
If someone challenged a hire from eight months ago, could you show why you chose who you chose? That is the test.
A free consultation to talk through where your process breaks down and what would actually help.