Hiring systems for early-stage tech teams
Hire in 30 days. Keep them past 90. I build the scorecards, interviews and onboarding process that help small teams make confident decisions.
US & Canada time zones10–50 person teamsNo HR team needed
A repeatable process, built for your team.
01 / The problem
Founder-led hiring gets messy fast: vague roles, inconsistent interviews and improvised first weeks. The answer is a process your team can run again, with clear evidence at every decision.
02 / The system
Each step produces the tools for the next, so the work stays useful after the hire is made.
01Week one
Agree on outcomes, must-haves, salary band and who makes the decision.
Role scorecard
02Week two
Write the post from the scorecard and screen every candidate against the same rubric.
Screening rubric
03Week three
Use assigned interview areas, a real work sample and independent scoring.
Interview guide
04Week four
Run an evidence-based debrief, make the offer and prepare their first 30 days.
Onboarding plan
After the start dateDay 30 / check the planDay 60 / recalibrateDay 90 / keep or correct
03 / What you keep
A scorecard defines success before anyone applies. An interview guide gives every interviewer the same standard. An onboarding plan turns the offer into a strong first month.
First-year outcomes · 25-person B2B SaaS team
Interviewers score the work, not the feeling.
04 / Ways to work together
No placement commission, salary percentage or exclusivity clause.
$490/ one-off
Find the three process fixes that matter most before you commit to a full system.
Credited toward the Hiring System within 30 days.Ask
$2,500/ per role
Fill a role now and leave your team with a process it can reuse.
Includes the retention guarantee.Ask
$1,900/ per month
A steady hiring process for teams with two or more roles open at once.
30-day notice.Ask
The 90-day guarantee
If the hire leaves or is let go before day 90, I run the entire process for your next role at no charge.
05 / Who you work with
I've led selection and management in an organization where the whole team turns over on a fixed cycle. I'm a computer science student, so my work looks like systems: documents, rubrics and check-in rhythms you can run without me.
Remote / US & CanadaEnglish / PortugueseSelection / onboarding / retention
Fair questions
Because you're not buying seniority, you're buying a process — and you can inspect it before you commit. The $490 diagnostic exists exactly for this: you see how I think about your last hires, in writing, for less than the cost of one bad interview loop. If it isn't useful, that's where it ends.
For the work itself, no — everything happens over calls and documents, and I keep afternoon hours in US time zones. Where it matters is local employment law and compensation benchmarking, which I don't advise on. I'll tell you where you need a US employment lawyer or a PEO rather than pretending otherwise.
An agency is paid to place someone, usually 15–25% of first-year salary, and their work ends at the signature. I'm paid a flat fee to build the process, and my guarantee is tied to whether the person is still there at day 90. The incentives point in different directions.
I design the sourcing plan, write the post, and run the screening — but the candidate flow comes through your channels, your network, and the boards we pick together. If you want someone to build a pipeline from scratch for a hard technical role, a specialist recruiter is the better spend, and I'll say so.
About three hours a week from whoever will manage the hire, plus one hour each from the interviewers during week 3. Less than that and the scorecard becomes my opinion of your role instead of yours.
Then the diagnostic is the only thing worth buying today. Having the scorecard and interview guide ready before the role opens is what turns a two-month scramble into a four-week process.
06 / Next step
Twenty minutes, one role, no pitch deck. Tell me what you're trying to fill and what happened last time.
gabriel@farachiring.com