HOW IT WORKS

Twenty minutes, guided start to finish.

Most hiring mistakes are made before anyone applies. This page shows you exactly what happens inside the session, so the twenty-minute promise feels real instead of too good to be true.

You bring the open role. The DIA brings the process.

You have a role to fill. What you may not have is a repeatable way to fill it well. The DIA closes that gap by helping turn what is in your head into practical hiring assets. It does the heavy lifting. You bring the role, the judgment, and the real-world context.

You do not need to be a hiring expert. You need a clearer path for this one hire, and the DIA runs it with you.

What the experience looks like.

1. Choose the role

Start with one real role you need to fill. Bring what is already in your head. The DIA helps turn that into a stronger starting point for the hire.

2. Work through the guided DIA session

The DIA drafts as you go. You review, confirm, adjust, or add context. You stay in control without having to build the process from scratch.

3. Download your hiring assets

You leave with practical tools for the role in front of you, including the job scorecard, self-filtering job post, hiring criteria, and 90-day onboarding plan.

4. Use them in the real hiring process

Use the assets to strengthen how the role is presented, how candidates are evaluated, how the decision is made, and how the new hire starts.

Max with a small business owner's team during a live working session, sticky notes mapping the role on the whiteboard behind them — The same care, in the room. The DIA brings that same focus to a twenty-minute session.

The four core documents shown on a laptop in a workspace

Why the hiring message matters

Strong candidates have options. A generic hiring message is easy to ignore, and a weak one invites the wrong people into the process. The 20-Minute Hire helps strengthen the front end of the hiring decision so serious candidates are more likely to pay attention and weaker-fit candidates are less likely to waste your time.

Fewer applicants. More of the ones worth talking to.

Same job board. Same role. The hiring message did the work.

“We didn't know the level of talent that was available until we went out to hire the right way. Our post attracted people who would have never applied to our regular post.”

Greg H., Mitigation and Reconstruction

Four practical hiring assets.

Each asset is built from the same view of the role, so they work together instead of pulling in different directions.

The Job Scorecard

A clear picture of what success looks like in the first ninety days, set before you talk to candidates.

The Job Post

A stronger hiring message that helps the right people pay attention and gives weaker-fit candidates a reason to opt out.

The Hiring Criteria

A shared standard the team can use to evaluate candidates more consistently.

The 90-Day Onboarding Plan

A simple plan that starts the new hire with clearer expectations from day one.

The system around the hire.

The DIA runs the hire. Hiring Pro and The Team Builder add six bonus tools that cover the rest of the cycle: deciding whether to hire at all, telling the story that attracts great people, decoding what candidates really mean, connecting new hires to the team, reading the team over time, and leading a respectful exit when someone is in the wrong seat. The session handles the hire in front of you. The tools handle everything around it.

See exactly what you get →

Ready to run a session on your open role?

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