If hiring is
kicking your ass ,
we should talk.
We'll figure out what your team actually needs, then go get them.
If hiring is
kicking your ass ,
we should talk.
We'll figure out what your team actually needs, then go get them.
Everybody says the same thing, "We can't find good people".
Everybody says the same thing, "We can't find good people".
Everybody
says the
same thing,
“We can’t find good people.”
Sometimes that's true.
Usually what's really happened is the search started in the wrong place — with a posting, instead of with whatever you're actually trying to get done.
So we start at the end and work backwards.
Why are you hiring? Not what triggered it, the actual reason.
What is this person supposed to accomplish? Which is a different question than what tasks they'd pick up.
And the one nobody asks out loud: are you ready for them? Plenty of good people have failed inside teams that weren't.
Get honest answers to those three and the who becomes clear.
So what does Pinch-Hit actually do?
Depends on how much of it you want off your plate. Three ways in — pick whichever one sounds like your situation. Most engagements start as one of these and turn into another (that's normal).
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You've got somebody in HR who's sharp and completely underwater. We train them on the process, hand over the templates, and get out. Best if you're hiring steadily and don't want to keep paying somebody outside to do it forever.
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We embed. Sourcing, screening, coaching whoever's in the interviews, sitting in on the offer conversation. Your standups, your debriefs, for as long as it takes. Usually three to six months.
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Same work, invisible. Your brand, your domain, your email address. Candidates meet your company and never know we're in the room. Common for confidential searches, or when you don't want the market knowing you're hiring.