Your competitors burn five rounds of interviews and still hire wrong.
You select for traits that take years to form, and you move first. 29 lessons, a kit of 29 documents you keep, a method you can defend line by line.
Why this, and why me
Built by the person who did the hiring, not who wrote about it.
I ran more than 200 interview cycles as the hiring manager. The number alone does not prove hiring quality, so the more important evidence is what followed: I hired and onboarded more than 50 specialists and owned the outcome of every hire. Part of the longest-tenured team was built without a recruiter or HR. The people I hired stayed for more than three years on average. For six years I led the technology function at a 100-plus-person architectural bureau across four offices. The course turns that operating experience into a repeatable hiring system.
Max Butakov, Founder of QUIDNI, former CTO
interview cycles; volume alone does not prove quality
specialists hired and onboarded; part of the team without a recruiter or HR
average tenure of the people I hired
Most hiring fails before the interview, in what you chose to look for.
Kill the vacancy before it costs you
Chapter 0 opens with arithmetic, not a job post. Qualified capacity, not headcount. One role you decide not to open pays for the whole course.
Select for what will not develop
Values and slow-forming traits are what you filter on. A skill someone picks up in a year is an onboarding item, never a rejection ground.
Build a record that survives the question
Who decided, on what basis, by a rule set before candidates were seen, and who signed off. The paper trail that protects you when a hire goes wrong.
Honest about who this is for.
Get it if
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What you walk away with
A working kit, not a certificate you file away.
Working documents
Not worksheets to throw away. Each one you build for a real role and keep.
The competency library
The real one, with a rating scale. Not a teaching invention.
One assembled kit
The assembly sheet binds every document under a cover sheet, ready to hand over.
Audio + text + slides
Every lesson: a narration player, the full text, and an interactive presentation.
Run on your own team
Your real roster, leave calendar and live projects. The worked case is only the example you check against.
Inside the course
9 chapters, 29 lessons
Before opening a vacancy
Hiring as a managed system
Frontline role profile
Candidate attraction and initial screening
Criteria and observable behaviour
Evidence system
Decision and employment offer
Frontline employee onboarding and performance
Quality of hire and improvement
Stop hiring on a hunch. Build the system once, use it on every hire.
This course vs the alternatives
Questions before you buy
Is this useful if I am not in tech?
Do I need a recruiter or an HR team?
How fast do I get value?
Can I share it with my team or colleagues?
How do I hire systematically without an HR team?
What is a structured interview, and why does it matter?
The complete course. One price.
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