The $100K Hiring Mistake Check™
Free Role Review
Before you spend weeks interviewing the wrong candidates, check the role first.
A first-pass hiring risk check for founder-led teams
Paste your job description or hiring post and get a first-pass hiring risk check showing whether the role may be creating candidate attraction issues, interview friction, or hiring misalignment before the search even starts.
You are a founder, CEO, or operator hiring without a full internal People team.
You recently posted a role on LinkedIn and are not sure if it is attracting the right candidates.
You are getting too many irrelevant applicants and cannot tell whether the issue is the market, the role, or the post.
You are unsure whether the role should be full-time, fractional, senior, junior, strategic, or executional.
You are hiring for a high-impact role and want to avoid wasting time, money, and momentum on the wrong search.
Paste your job description
Submit the role, hiring post, or draft job description through the form.
I run a first-pass risk check
The role is reviewed for hiring friction, unclear signals, and candidate attraction risks.
You receive your check
You’ll get a short Google Doc with the overall risk level, total risks found, top risk revealed, and recommended next step.
Decide whether to keep moving or go deeper
If the check suggests the role may be high risk, the next step is a full Role Advisory Audit.
Complete the form below to submit your role for review.
Once submitted, I’ll review the role and send back a short first-pass hiring risk check.
This is a first-pass risk scan, not a full hiring strategy.
This is not a full rewrite of your job description.
This is not a complete hiring strategy.
This is not a replacement for a full Role Advisory Audit.
This is not a recruiter pitching you resumes.
This is a first-pass risk scan designed to help you see whether the role may be creating friction before the search goes further.
A bad hire is rarely just a bad candidate.
Sometimes the role was unclear. Sometimes the expectations were misleveled. Sometimes the application process pushed away strong candidates. Sometimes the founder needed a different hire entirely.
By the time you have posted the role, reviewed hundreds of applications, interviewed the wrong people, and started second-guessing the search, you have already spent the time, energy, and opportunity cost.