Whether you hire the right person. Whether they stay. Whether they try. Everything else in a company sits downstream of those three, and most owners treat them as three separate problems.
Hiring well and then losing the person in eight months is not a hiring success. Keeping someone who stopped trying two years ago is not retention. The three only work together.
A CV tells you what someone has done. It does not tell you how they decide, how they react under pressure, or whether they will last in your company. We read that before you sign.
How we hire →People rarely leave for money alone. They leave because of a manager, a role that does not fit, or a promise nobody kept. All three are visible long before the resignation letter.
How we keep them →Most teams are not lazy. They are unclear about what good looks like, and nobody has ever told them. Motivation is a system of expectations and feedback, not a speech in January.
How we build it →
The order matters. Most companies do the second step first, and then wonder why the numbers do not move.
We run I-Profile on your team and on the people you are about to hire. Twenty minutes each. You get how a person decides, what they need in order to stay, and what makes them stop trying.
Roles get defined by what they must produce, not by a job title copied from another company. Then people get matched to roles — which is often a reshuffle rather than a hire.
Every role gets a number it owns. Turnover, time to fill a vacancy and output per person stop being opinions and become figures you look at every month.
We are not a recruitment agency and we do not take a percentage of anyone’s first year salary. An agency gets paid when you sign a contract, which means an agency gets paid whether or not that person is still with you a year later.
Our work is the opposite. We build the way you hire, keep and motivate people, so that it keeps working after we leave. The instrument behind all of it is I-Profile, and it is ours — we built it, we own it, and it was designed for owners rather than for HR departments.
This is not the same as saying we do not help you hire. We do: we write the advert, screen the applications, read the candidates with I-Profile and sit in the interviews with you. The difference is the last three words. We are in the room with you, because the objective is that you end up able to do it yourself — an agency’s objective is that you call them again.
It also means we say no. If a company wants a body in a chair by Friday and nothing else, we are the wrong people to call.
Ninety minutes with a senior consultant. You leave knowing which of the three is costing you the most right now.
