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17 results in Template for "founder mode"
The minimum people infrastructure for each headcount stage. What to install now, what to install at the next inflection, what to wait on.
The 12 metrics every CEO and HR lead should see monthly. Leading indicators, not vanity metrics.
Three variants — early funnel, post-interview, finalist. Respectful, specific where legal, fast. Highest-leverage employer-brand move you'll…
Quarterly 30-min skip-level with each report's reports. Surfaces things their manager will never tell you.
Agenda, decision log, action items, named decider. Use for any meeting >15 min. Cuts meeting count ~20% because no one calls a meeting they…
What every new manager needs in writing on day one. The unwritten rules are the most expensive ones — write them down.
…ivered within 24 hours, in private. The model that doesn't require you to be Kim Scott to use it.
Values without behaviors are slogans. Pair each value with: what it means, what it doesn't, one ritual that proves it, one decision it chang…
A role-specific rubric signed off before the JD goes live. Forces evidence over vibes — the single biggest predictor of hiring quality (Schm…
Independent scores before discussion, evidence-mapped, decision in the room. Kills the 'culture fit' veto and the 'we'll think about it' del…
The verbal offer is where 80% of accepts are won. The written letter is the legal artifact. Both, with negotiation defaults.
Six questions that surface actual performance and risk. Most checks are useless because they're done by the candidate's friends.
A new-hire ramp plan written as outcomes, not tasks. Co-authored in week one. Predicts retention better than any onboarding survey (Watkins)…
Triangulated review with calibration prompts. Replaces 'recency bias × manager mood' with a structured artifact you can defend in any room.
Levels × locations × base/equity/bonus. The minimum infrastructure to stop one-off negotiations and to defend pay equity audits.
The 6 policies every startup needs by 25 people. Lightweight, defensible, human. Pair each with the question it's actually answering.
The conversation most companies didn't have in 2020 and are paying for now. Make expectations explicit per role, per team, per person.