The hire

A wrong hire costs a year.
Argue it before the offer.

Two finalists, a role you’re not sure you need, a salary you can barely afford. A board argues it on your numbers — The Operator, The CFO, someone assigned the other side — and you get the call, what would change it, and the first step.

Start free See how it works

Free to start. No card.

Two finalists for head of marketing: one ran demand gen at a much bigger company, one built a brand from zero at a startup like ours. The offer goes out Friday.

Chief of staffThis one is worth a board. I’d seat three experts who won’t all agree:

Board of 3The Marketer · The Operator · The Skeptic

Which finalist for head of marketing?

About 6–10 minutes · about 95 credits

Nothing runs until you tap.Convene

Example. You write: “Two finalists for head of marketing: one ran demand gen at a much bigger company, one built a brand from zero at a startup like ours. The offer goes out Friday.” She proposes a board of three — The Marketer · The Operator · The Skeptic — on “Which finalist for head of marketing?”, about 6–10 minutes, about 95 credits. Nothing runs until you tap.

Examples

The finalist, and the shape of the team.
Both before the offer.

The ask as someone about to hire would type it, how she read it, who sat, and what came back. Examples written for this page, not recorded runs.

Which finalist?

Work · Board of 3

Head of marketing at $150k. Finalist A ran demand gen at a 400-person company with a $2M budget. Finalist B built a brand from zero at a 20-person startup. We’re 18 people with a $300k marketing budget.

Chief of staff

Two good candidates, one seat — a board. I’d seat The Marketer, The Operator and The Skeptic.

The MarketerBrand Builder
The OperatorCOO
The SkepticRisk Assessor

The board’s call

Hire Finalist B, with a 90-day plan and two numbers to hit.

A $300k budget is built from zero, not managed down. Finalist A’s playbook assumes channels and a team you don’t have.

Confidence65 · Moderate

The Operator disagreed

“B has never managed anyone. You’ll be hiring her first two reports with her in year one.”

First step Ask B for a 30-60-90 plan for your budgetWednesday

Example · Board of 3 · about 95 credits

One senior or two juniors?

Work · One expert

I have $180k for engineering hires. One senior engineer, or two juniors? Right now it’s me — the CTO — and one mid-level engineer.

Chief of staff

The Engineer takes this — who makes a team of two faster.

The EngineerTechnical Builder

Asked first

How much of your week goes to code review now?

Under 10%10–30%More

The call · The Engineer

One senior. Two juniors on a team of two would make you the full-time reviewer.

Juniors grow fastest next to someone with time to teach. Right now that’s you — and you’re also the CTO.

Example · One expert · about 45 credits

What she handles

The role, the offer,
the first 90 days.

The facts of the hire on file, the offer letter written, and the steps to Friday dated.

The question the interviews skipped.

When the answer turns on your team, the expert asks first. Being asked is never charged.

The hire, on file.

Budget, team size, what the references said. Each fact keeps where it came from, and a room can run off the record if you’d rather nothing is kept.

The offer letter, written.

The offer, the 90-day plan, the note to the finalist you didn’t pick — each as the whole piece.

Three steps to Friday.

Each room ends in one first step with a date. They wait under Open until they’re done.

The experts

The interview loop
you can’t staff yet.

The Operator asks what this person does on Monday, The CFO asks if you can afford a mistake, The Empath asks how the team takes it. Every board has someone assigned to argue against the obvious pick.

COO

The Operator

A plan without an owner and a date is a wish. Who does what on Monday?

The Operator COO

Best on: Turning a call into owners, dates and the first week of work.
Won’t let you: Start five priorities at once, or leave one without an owner.

Try asking The Operator

Start with

The OperatorOpen on every plan, Free included

Pick an expert

Hover, tap or tab throughSwipe, then tap one

GPT
Claude
Gemini
Grok

Seats are spread across model families: GPT, Claude, Gemini, Grok and more.

Questions

Fair questions.
Straight answers.

What people ask before they bring her this kind of call.

Or see pricing · every use case

Should I share candidates’ CVs?

Share what the decision needs. What you tell her stays on file, yours to correct or wipe, and a room can run off the record so nothing from it is kept.

Will it pick the candidate for me?

It will tell you who the board would hire and why, who disagreed, and what would change the call. The call — and the conversation with the candidate — stay yours.

Can it write the offer?

Yes — the offer letter, the 90-day plan, the note to the finalist you didn’t pick, as the whole piece.

What does it cost?

Free to start — 150 credits every month + 250 to start. Talking to her is free within a daily allowance. A consult’s card says about 45 credits and a three-seat board’s says about 95 credits; nothing runs until you tap, and you pay for what the room really used.

Close to this

For you

Founders

The founder’s week, in one message. An expert on every call in it.

For you

Product & engineering leaders

Your roadmap is a list of calls. Argue them before planning.

Decision

Team conflict

The conflict won’t fix itself. Plan the conversation that will.