THE 20 MINUTE HIRE
You didn't hire a bad employee. You ran a bad process.
The post you've been writing invites the wrong candidates before a single person applies. The 20 Minute Hire fixes what happens before that. A job post engineered to filter, not attract. A scored interview framework built before the first call, not during it. A 90-day onboarding plan written before the offer, not figured out after. All three from the same role criteria. One 20-minute session.
You've posted the same job the same way. Reviewed the same pile. Run the same gut-check interview. Made an offer on the best available option, not the right one. That's not a people problem. That's the order of operations. Change the order. Change the hire.
Backed by the Clarity Guarantee — 30 days, no form required.
- 16 years building hiring systems for small businesses
- Complete hiring package in 20 minutes
- 30-day Clarity Guarantee — no form required
- “1/10th the applicants. Only the right ones.”— Business Owner
The Real Comparison
A recruiter charges $6,000–$15,000 for one hire. This is $497.
You're not choosing between this and a $49 template. You're choosing between this and writing a check to a recruiter who'll still hand the final decision back to you. Same structured framework. You keep control. You keep $14,500.
A bad hire commonly costs $15,000–$25,000 for a small business — and frequently more than $50,000 for roles that touch customers, revenue, or leadership. Sources: U.S. Department of Labor (30% of first-year earnings benchmark); CareerBuilder small business hiring survey.
The process your gut was missing.
Most hiring mistakes aren't made in the interview. They're made in the job post — before a single person applies.
When the post is built wrong, the wrong people apply. You review 80 resumes. Schedule 5 interviews. Two people no-show. You make an offer on the best available option. Not the right one. The 20 Minute Hire changes what happens before any of that. The job post is engineered to filter. The scoring framework is built before the first interview. The onboarding plan is written before the offer. Every part of the process runs in one session, from the same set of role criteria. Same hire. Different inputs. Different outcome.
Just so we're clear
What this isn't.
This isn't ChatGPT in a dress.
Generic AI can write you a job post. It can't run a 16-year hiring methodology. We've encoded what works — the criteria architecture, the filtering language, the scoring weights — so the output is a system, not a prompt.
This isn't HR software.
There's no dashboard. No applicant pipeline to maintain. No monthly subscription. You run one session per hire. You leave with three documents. You go hire.
This isn't a template pack.
Templates give you a starting point. This gives you a finished output specific to your role, your criteria, and your business. Every document is built to work with the other two.
One Clarity Session. Three documents. One hire done right.
The Self-Filtering Job Post
Built to repel wrong candidates before they apply. Most job posts are written to attract — this one is written to filter. The difference shows up in your applicant pile.
The Scored Interview Framework
Know exactly what you're evaluating before the interview starts. Every question tied to the role criteria you set. Every candidate scored against the same standard.
The 90-Day Onboarding Plan
The hire doesn't end with the offer. The onboarding plan is built from the same criteria as the post and the scorecard — so your new hire walks in knowing what success looks like.
Starting at $297
6 months of failed hires. Two weeks after running the system. Same role.
Husband-and-wife services business · 5 years in role
They'd been trying to fill an operations role for six months. Multiple hires. None of them worked out. They'd spent the time, absorbed the disruption, and started wondering if the role itself was unfillable. It wasn't. They'd never agreed on what the role actually required. One session through The 20 Minute Hire surfaced the misalignment — before another hire was made. They filled the role in two weeks. That person is still there five years later. The process didn't find them a better candidate. It forced the clarity that was missing before any candidate was involved.
1/10th — the applicants. Only the ones worth interviewing.
For Co-Owner Situations
Most failed hires start with two owners who never agreed who they were hiring.
Husband-wife teams. Business partners. Co-founders. The disagreement doesn't show up in the interview — it shows up six months later when the new hire is failing because neither owner can articulate what success looks like.
The 20 Minute Hire surfaces that misalignment in the first 5 minutes. Before you write the post. Before you take a single interview. Before you waste a candidate's time or your own.
If you and your partner have ever disagreed about a hire after the fact, this session is for both of you. Run it together. Leave aligned.
See how the husband-wife team filled a 6-month vacancy in 2 weeks →
Common questions.
I don't have time for a program right now. I need to fill this role.
The 20 Minute Hire takes 20 minutes. Not a course. Not a consulting engagement. One session — you leave with the job post, the scorecard, and the onboarding plan. You can run it today.
I've tried templates before. They didn't work.
A template gives you a document. This gives you a filter. The difference isn't the words in the post — it's what those words do before anyone applies. The wrong candidates go nowhere near a post built this way. That's not a copy quality claim. It's how the post is structured.
Is $497 worth it?
A bad hire in a small business commonly costs $15,000–$25,000 — and often more than $50,000 when the role touches customers, revenue, or leadership. The Department of Labor estimates the cost at 30% of the employee's first-year earnings. CareerBuilder found that 1 in 3 small business owners said a single bad hire cost them more than $25,000. $497 is what you spend to stop making that bet. One hire justifies it. You're probably making more than one.
I'm not the owner — I'm the one handling hiring. Will this work for me?
Yes. The system works for anyone running the hiring process. If you're vetting this on behalf of an owner, the output speaks for itself — show them the job post.
Free Tool
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Ready to fill this role?
Run the process. Leave with the post, the scorecard, and the onboarding plan. Today.
$297 entry / $497 single session / $997 two-session bundle
Backed by the Clarity Guarantee — 30 days, no form required.