Every hiring bar bends without something holding it.
The bar moves under pressure
A quarter of urgency and the standard quietly drops, one reasonable exception at a time.
Nobody is accountable for quality
Everyone owns the hire, so nobody owns the mis-hire.
False positives found too late
You learn the loop was wrong six months in, from a performance conversation.
How the work actually runs.
A bar raiser programme is a mechanism, not a training course. We start with the problem it has to solve, then design the thing that solves it.
Step 1
Name the problem
New hire quality, false positives, diversity, or an accountability gap on interviewing practice. The design follows from which one it is.
Step 2
Design the mechanism
The why, what, who and how. Rules of engagement, where the bar raiser sits in the loop, and what authority they actually have.
Step 3
Train and sustain
Bar raiser training, hiring principles so they call things consistently, and a train-the-trainer path so it survives without us.
What you walk away with.
A mechanism your business runs, not a programme we run for you.
Rules of engagement
When a bar raiser is involved, and what happens when they say no.
Selection criteria
Who becomes one, and who should not, with a way to tell the difference.
Bar raiser training
The judgement and facilitation skills the role actually needs.
Hiring principles
The tradeoffs your business accepts, agreed before the hard call.
Debrief facilitation
How a bar raiser runs a room without becoming the decision-maker.
Diversity accountability
Where the mechanism checks the loop, not just the candidate.
Train the trainer
A path to growing your own bar raisers once we are gone.
A mentoring structure
How new bar raisers are calibrated against experienced ones.
How an engagement runs.
Diagnose
What is actually going wrong with quality today, and where in the loop it happens.
Design
The mechanism, the rules and the principles, built around your culture and your volume.
Launch
Train the first cohort, run live loops with them, then hand over the trainer path.
Teams who changed how they hire.
Quotes from the teams who have run this programme.
Amazon.com
Feedback was great, professional, entertaining, and respectful of their intelligence and time.
Recruiting Director
Disney
Awesome content and applicability. I left with a toolkit to be a better leader.
Recruiting Manager
Starbucks
I can leave today and immediately implement these strategies and tools.
Tech Hiring Manager
Google X
Amazing. Worth every penny. Highly recommend.
Recruiting Leader
Nike
Engaging, credible expert who spoke our language. Extremely helpful to move this organization forward.
Recruiting Director
Free tools to start with.
Three diagnostics you can run on your own hiring this week, before you talk to anyone, including us.
Contact us
Tell us what is not working in your hiring. If we are not the right answer we will say so, and point you at who is.
