Hiring
Whether the role is right, and whether the person is.
For founders
With no HR team
Getting funding was hard. Deciding what to do about the person who isn't working out is harder.
Nobody teaches founders this part, and the hard ones sit in your head for weeks. You google it and get legal jargon. You look at HR consultants and get retainer pricing. This is the third option.
Free while in beta. No card, no sales call.
The method
Every session runs the same spine.
- 01Lay out what's actually happened, in order.
- 02Check the angles you might be missing.
- 03Leave with a one-page plan you can act on.
01Choose where you need help
Start where it hurts.
What are you trying to decide?
Available nowComing soon Coming soon Coming soon
Ending employment
Performance issues, redundancy, and everything in between. Worked through step by step, with the words for the conversation.
Start →High performance
Building accountability and a strong team, not just fighting fires.
Self-starter pack
Frameworks and templates for hiring and building high performing culture.
02What it's like in there
The questions are the point.
“Is this a performance problem, or is it me?”
Turning it over at 2am does not get you anywhere new. Same three facts, same loop, another week gone. This works through it in order instead. What was expected, what they were actually told, what changed around them. And it is there at 2am if that is when you need it.
Have a sneaky peek at a session.
You
One of my employees started missing deadlines recently and I'm not sure what to do about it.
Advisor
What does "recently" mean in terms of when it started, and can you give me an example of a specific deadline they missed?
You
A few weeks
Advisor
And what did that actually look like? Which deadline was missed, and by how much?
You
A had a client report due last Friday and sent it through on Monday. Same thing happened with the sprint handover two weeks before that, about three days late.
Advisor
So two missed deadlines in roughly a month, each a few days late. That's a pattern worth paying attention to, though not a crisis yet.
Was A's work generally solid before this started, or have there been other bumps along the way?
03What you leave with
A one-page plan, not just a verdict.
This isn't legal advice, and it isn't someone you hire. It's the thinking partner you'd want before you do either.
The planWhat the situation actually is, what to do, and how to have the conversation.
Two months, then deletedYour session stays available so you can come back and refine it as you act. Two months after it starts, it's permanently deleted.
The wordsWhat to say, written for the conversation you are actually about to have.
04Whose thinking
Someone's name is on this.
The framework inside the app is the one I use in my own practice with founders. It is not assembled from articles, and it is not a chatbot with a friendly prompt.
Organisational psychology background and twenty years in People and Talent, including Riot Games, Wargaming and Tietoevry. Most of it sitting beside managers through exactly these conversations.
If it gets something wrong, that is on me, and I want to hear about it.
05Privacy
No file gets opened on anyone.
What you write here is sensitive, and nothing sits waiting to be found. Every conversation is permanently deleted two months after it starts. Not archived, not anonymised. We keep nothing.
Session started todayDeletes 8 November 2026