Course › Paths › For founders hiring without a recruiter
You are hiring your second, fifth or tenth person. You do not have an ATS, a recruiting function, or time to read ten hours of anything.
Skips ATS configuration, analytics and agent design — all of which assume a team and a volume you do not have yet.
| Lesson | Title | Why it is on this path |
|---|---|---|
| M1 L1 | What AI actually changes in the hiring funnel | Why the work moves from screening to definition |
| M1 L3 | Where AI fails: invention, proxy bias, over-filtering | The five ways AI screening fails |
| M2 L1 | The intake meeting: 12 questions that prevent bad hires | The intake conversation — with yourself, in your case |
| M2 L4 | Scorecards and competency models | Scorecards: the artefact that makes the rest work |
| M2 L5 | Must-have vs nice-to-have: the weighting exercise | Three must-haves, and why more is a wish |
| M4 L3 | Setting screening criteria that do not over-filter | Criteria that do not over-filter |
| M4 L6 | Edge cases: gaps, career changers, non-linear CVs | The six career shapes every system handles badly |
| M6 L1 | Why most recruiter outreach is ignored | Why your outreach gets ignored |
| M6 L5 | Rejections that protect your employer brand | Rejections — cheap now, expensive to skip |
| M7 L1 | Structured interviewing: what the evidence says | Structured interviewing, and why your instinct is not enough |
| M7 L6 | Debrief facilitation and bias interrupts | Running a debrief with two people |
| M11 L3 | Disclosure and consent language | What you must tell candidates |
The scorecard is the whole thing at your stage. Founders who write one before they start hire faster and argue less, with or without any AI in the process.
This is a subset, not a different course. The full curriculum has all 73 lessons, and nothing here is abridged — these are the same lessons, selected.