The AI that diagnoses the risks in your hiring process. And ranks what to fix first.
Built on 20+ years of pattern recognition across 500+ technical hires.
Yes, I want instant access for $9Lifetime access · 14-day refund · No questions asked
Three ways founders walk in
01
You're about to start hiring
You want to stress-test your own process before interviewing a single candidate.
02
You're already in the middle of one
The role's been open for weeks. Pipeline's thin, candidates drop, or offers keep getting declined.
03
You hired and it's not landing
They're in the seat. Something's off. You're not sure if it's them, the role, or your bar.
How much of this role you'd be paying a human to do that agents could already own, and what that costs you per year.
Whether you're targeting a builder or an operator, and whether your stage actually needs the one you're describing.
Whether your 90-day mission is concrete enough to hire against, or whether you're writing a JD around hope.
Where your interview loop tests for noise instead of signal, and what real signal it's missing.
Whether "the market is tough" is actually true for your role, or whether the real constraint is structural and on your side.
Most founders think hiring is a sourcing problem. It's almost always structural.
The Hiring Risk Diagnostic
The entry point to the High-Signal Hiring System™.
A 20-minute founder stress-test that maps your role and interview loop. Tells you exactly where your hiring will break, before it does.
A purpose-built diagnostic for founders.
Mirrors the 1000+ discovery calls I've had with founders and hiring managers.
The Hiring Risk Snapshot
A personalised structural report showing exactly where your hiring will break, and what to fix first.
Findings ranked by severity
Critical / High / Low. So you know what to fix first.
Cost-per-week estimate
On every Critical and High finding. The number on what each issue is costing you in lost momentum.
AI-overlap risk flag
Human-only vs AI-assisted vs Agent-owned. With annual cost exposure on each.
Builder vs operator assessment
Are you describing a builder when you need an operator? Scoped to your funding stage.
Highest-leverage fix first
The single move that unlocks the most compound improvement. One specific action, tied to your situation.
Downloadable PDF report
Your complete Snapshot, formatted clean. Share with your co-founder. Hand to your hiring team.
Context
Role Deep-Dive
Process
Snapshot
Your Hiring Risk Snapshot
You're hunting for an ex-Stripe Senior Frontend Engineer to "scale your frontend" at 22 people with no design system, no component library, and no shared patterns. That's an operator profile for a builder seat. Compounding it, roughly 40% of what you described, the component scaffolding, the accessibility passes, the Storybook setup, is agent-ownable. You're about to spend £95k on a profile that won't ship and won't use the tools that would let them.
Structural Hiring Report
| Finding | Severity | What It Means |
|---|---|---|
| Operator profile, builder seat | Critical | You want "8+ years at a scale-up." At 22 people with no design system, you need a 4-6 year builder who's stood one up before. Cost of inaction: ~£1,827/week in delayed shipping and wrong-profile interviews. |
| AI overlap unscoped (~40%) | Critical | Component scaffolding, Storybook config, a11y audits, unit test generation. All agent-ownable. At £95k, that's ~£38k/year on work that doesn't need a human. Scope the human/agent split before the JD. |
| 5-round interview, consensus debrief | Major | Five interviewers, no locked rubric, decision by consensus. The only candidates who pass are the ones nobody objects to. That's not "strong." That's "safe." Cut to 3 rounds with criteria locked before round 1. |
| JD silent on AI tooling | Low | Every strong frontend engineer in 2026 asks how the team uses AI in the build loop. Silence reads as a red flag. Add one line on how your team uses agents. |
One Diagnostic. 20 minutes.
Before you waste any more time on irrelevant candidates.
One-time payment. 14-day refund.
$9 once. Lifetime access. If you don't get value from this tool, email me your receipt within 14 days for a full refund. No questions asked. And you keep the asset.
Quick answers.
What exactly is the Hiring Diagnostic?
It's a purpose-built web app that runs you through a structured diagnostic about your current engineering hire. It asks targeted questions about your role, stage, process, and team, then gives you a personalised Hiring Risk Snapshot showing exactly where your hiring will break and what to fix first. Your results download as a clean, structured PDF you can share with your co-founder or refer back to later. You don't need a ChatGPT account or any AI subscription. It runs in your browser.
How is this different from generic AI hiring advice?
Generic AI gives you templates. This is a purpose-built web app with a structured diagnostic methodology behind it. It walks you through the same four-phase diagnostic sequence I use on founder calls, flags risk signals in real time, and produces a Hiring Risk Snapshot with severity ratings, cost-per-week estimates, and specific next steps tied to your situation. The output is a structured report. Not a wall of generic advice.
I'm not hiring an engineer. Does this still apply?
The Diagnostic is purpose-built for technical and engineering hires at early-stage and scaling companies. If you're hiring for non-technical roles, this isn't the right tool.
How long does it take?
About 20 minutes. You answer the questions, the diagnostic analyses your responses, and you get your Hiring Risk Snapshot at the end.
One Time Offer: The High-Signal Hiring Architecture Masterclass
runs on three pillars: Mission
Architecture, Signal Design, and Go-to-Market. Get any of them
wrong and the hire fails before it starts. In 1 hour I
walk through each, in the order I apply them, with the reasoning
behind every decision.
Add to order now for just $49
