The hiring scorecard that ended our turnover problem
Hire for the role you actually need filled, not the résumé in front of you. The one-page tool we give every owner.
Turnover is a hiring problem wearing a culture costume. When you define the job badly, you hire badly, and you blame the person.
Define outcomes, not duties
A job description lists tasks. A scorecard lists outcomes — the three to five results this person must produce in their first year. Hire against those, and the interview gets dramatically clearer.
Slow to hire, quick to clarify. Most bad hires were obvious — we just hadn't written down what 'good' meant.
Score every candidate the same way
When everyone is measured against the same outcomes, gut feeling stops running the show. You still trust your instincts — you just make them earn it.
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The three numbers to read every Monday morning
Most owners look at collections and call it a day. Here are the three figures that actually predict next quarter — and how to pull them in ten minutes.
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Overhead creep is rarely one big leak — it’s a dozen small ones. A field guide to finding the points hiding in plain sight.