Hi Reader,

A few weeks ago I ran a session for a room full of founders. VC-backed, growing companies, serious people. I asked them to describe their experience of hiring in a word or a phrase.

Here is what came back.

"We completely messed this up."

"It is a pain in the ass."

"I never want to hire anyone again."

"We are in a situation."

These were not struggling businesses. They were well-run companies with smart leadership teams and real capital behind them. They felt this way because hiring is genuinely hard when nobody has ever shown you how to do it well (and most managers never were).

What struck me most was not the frustration. It was that every single person in that room had already tried to fix the problem. They had built processes, standardised questions, brought in HR leads, defined company values.

None of it had stuck. Not because they had done it badly, but because training and process without a consistent standard underneath fades. People default back to what they knew before, and the next hire gets managed on gut feel and confidence and whoever interviewed best on the day.

This is the pattern the Hiring Managers' Interview Programme is built to break. It is not theory, and it is not a one-day workshop people forget by Thursday. It is a programme that hiring managers apply to live roles from the first session, with tools and a shared standard that stay useful long after the programme ends.

I have run it across companies from 20 to 500 people, in technology, financial services, and industrial businesses. The shift it produces is consistent every time.

If you recognise that room, reply to this email. No agenda on my side. I want to understand your situation before I say anything about whether I can help.

Until next time,
Konstanty

School of Hiring | Author of Get to the Point: The Interviewer's Playbook

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