What we set up
- Workforce plan tied to budget and milestones
- Role scorecards, structured interview loops and calibrated debriefs
- ATS setup and hygiene (for example Greenhouse, Lever or Ashby)
- Offer process with comp ranges and approvals
- Employer brand basics and sourcing strategy
- Distributed hiring via an employer of record when you hire outside the U.S.
- Hiring and onboarding your first in-house recruiters
Signs your hiring process needs rebuilding
At Ubiquity, rebuilding workforce planning, hiring and onboarding cut time-to-hire by 40% and halved early attrition in the customer success team. The same pattern applies to most startups: a clear plan, structured loops and a real onboarding program.
- Every interviewer asks different questions and debriefs turn into debates
- Offers go out without a range or approval and candidates compare notes
- Time-to-hire keeps slipping and the best candidates accept elsewhere
- New hires leave in the first 90 days
Frequently asked questions
Do you recruit candidates directly?
The focus is building the system and leading it. Executive searches can be run directly as part of a Fractional CHRO engagement; high-volume sourcing is better handled by recruiters we help you hire.
Can you help us hire internationally?
Yes. At Welcome Tech, Mona built distributed engineering hiring in Vietnam, India and Canada through an employer of record.