WHAT YOU GET

The wrong candidates go nowhere near this post. That's the point.

Here's what a Clarity Session produces — and why each piece is built the way it is.

You're not buying a template. You're running a structured session that defines the role before you post it, builds the filter into the post itself, and gives you a scored interview framework and 90-day onboarding plan before a single candidate applies. Three documents. 20 minutes. One hire with a clear outcome.

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This session is built for one type of person.

You run a small business — somewhere between 5 and 30 people. You're making this hire yourself because there's no HR department to hand it to. You've done this before. It didn't go the way you expected. Now you've got an open role, a blank job post, and the low-grade awareness that if you do this the same way you did it last time, you'll probably get the same result. You don't need a course on hiring theory. You need a process for this hire.

NOT FOR

Companies with a dedicated HR function or recruiter
Businesses looking for a hiring agency to take over the search
Owners who want software to manage an applicant pipeline

Three documents. Built together, in one session, from the same role criteria.

That last part matters. Most hiring problems come from job posts, interviews, and onboarding that were written by different people at different times with different ideas about what the role was. This isn't that.

01 — Attract

The post is built to repel wrong candidates before they apply.

Most job posts try to attract. They lead with culture lines, list every nice-to-have as a requirement, and end up reading like every other post for the same role. The result is a pile of applicants who self-selected on the wrong signals — and a hiring manager who has to wade through it.

The Clarity Session inverts that. The post is built from the role criteria you define in the first five minutes — what the person actually needs to do in the first 90 days, not a wishlist of credentials. The specificity is the filter. People who read it and don't see themselves opt out before they apply. People who do see themselves apply with intent.

One client ran the system on an operations role and watched their applicant pile drop to roughly 1/10th of what they were used to — and every one of those applicants was someone they actually wanted to talk to.

What you leave with: A complete job post ready to publish. Designed to filter at the source.

02 — Select

Know exactly what you're evaluating before the interview starts.

Most small-business interviews are gut-check conversations. Different questions for different candidates. Scoring done from memory after the fact. The candidate who interviews best wins — which has very little to do with who would do the job best.

The scored interview framework is built from the same role criteria as the job post. Each criterion gets a weight. Each criterion gets a question. Each candidate gets scored against the same standard, in the same way, in the room.

You stop comparing how people made you feel and start comparing how they answered the question your role actually requires.

What you leave with: A role-specific scorecard with weighted criteria, structured questions, and a clear hire/no-hire framework.

03 — Perform

Most hires that fail, fail in the first 90 days. This covers that window.

An offer letter isn't an onboarding plan. New hires that walk in without a written set of expectations spend their first weeks trying to read the room — and the room is usually you, distracted, hoping they figure it out.

The 90-day plan is built from the same role criteria again. Same source. Same priorities. What success looks like at 30, 60, and 90 days, in plain language, signed off before day one.

Your new hire walks in knowing what they're being measured on. You walk in with a document you can hold a conversation against — instead of a vague unease three months in.

What you leave with: A 90-day expectations document built for the specific role, ready to hand to your new hire before day one.

See the actual output.

Sample Job Post

Sample Scorecard

Sample Onboarding Plan

Here's what happens in a Clarity Session.

Define the role (~5 minutes)
You answer a structured set of prompts about what this person actually needs to do — not a job description, not a wishlist. Outcomes for the first 90 days, the realities of working in your business, the few things that genuinely make or break the role.
The system generates your job post (~5 minutes)
Your role criteria become a job post designed to filter. You review it, edit anything that doesn't sound like you, and you're ready to publish.
The interview scorecard is built (~5 minutes)
The same criteria become a weighted scorecard with questions tied to each one. You'll know what a good answer sounds like before the first candidate sits down.
The onboarding plan is written (~5 minutes)
30, 60, and 90-day expectations, written from the same source as the post and scorecard. By the end of the session, all three documents agree with each other.

You leave with all three documents. The process took 20 minutes. The hire can start Monday.

What different inputs produce.

CASE STUDY

6 months of failed hires → 2 weeks to fill → still there 5 years later.

A husband-and-wife team running a service business had been trying to fill an operations role for six months. Multiple hires. None of them stuck. They'd absorbed the disruption, done the interviews, and started wondering if the role itself was unfillable.

It wasn't. They'd never agreed on what the role actually required. One ran the Clarity Session expecting it to validate their existing job post — and instead surfaced the gap between what each of them thought they were hiring for. They rebuilt the post from the role criteria they aligned on in the session.

Two weeks later, they made an offer to one of a handful of candidates the new post produced. That person is still in the role five years later. The session didn't find them a better candidate. It forced the clarity that was missing before any candidate was involved.

One session. One hire done right.

SINGLE CLARITY SESSION

$497

TWO-SESSION BUNDLE

$997

ENTRY

$297

30-day Clarity Guarantee. If you don't leave with more clarity about this hire than you walked in with, ask for a full refund. One email. No form.

Book a Clarity Session →See full pricing and what's included →

Common questions.

Is this just ChatGPT?

No. ChatGPT generates whatever you tell it to. The 20 Minute Hire runs a structured methodology — weighted criteria, evidence-first scoring, language patterns that filter at the source, and a 90-day onboarding framework that took 16 years to build. You'd need to prompt-engineer that from scratch every time. We've done the work so you don't.

What if the AI hallucinates or gives me a bad output?

The system isn't generative in the way chatbots are. It's a guided process — you define the criteria, the system structures the output around proven hiring frameworks. The job post isn't 'invented'; it's built from your inputs plus 16 years of patterns that work. If you don't recognize your business in the output, the Clarity Guarantee applies.

How long does it actually take?

About 20 minutes if you've got the role in your head and you're ready to go. The session is structured so you can't get stuck — every prompt has a clear answer.

Do I need an HR background?

No. The system is built for owners and operators who hire as part of running the business — not as a specialty. If you can describe what the person needs to get done, the system handles the rest.

Does it work for any type of role?

Yes. The system works on outcomes, not job titles. Operations, sales, trades, admin, technical, frontline — if the role has a real outcome attached to it, the framework holds.

What happens after I buy?

Instant access. You get a link to start your session immediately. Most owners run it the same day. You leave with all three documents, ready to use.

Ready to fill this role differently?

Post it. Interview with a scorecard. Hand them an onboarding plan on day one. Run the whole process in 20 minutes.