Can't find good employees? I write the path they look for
Strong people have options; a job that shows where it leads may help them pick yours. I write a growth path for each role with your leads: levels, the skills at each one, a supervised skills check before moving up and the next role it opens. Then I put that path into the job post, and you decide who moves up and what each step pays.
A growth path for each role that people can see, written into the job post. You decide who moves up.
I write it down with you and your leads, level by level.
“Promotions happen when I notice someone.”
Moving up is tied to a check someone watches, so a strong person is not left waiting.
“Everything still goes through me.”
Leads own a piece of the standard and train others on it, which gives them room to grow.
How I take it on
From a dead-end job post to a path people can see
1
Levels and the next role
With you and your leads, I name the levels of a role, the skills at each one and the role it leads to.
2
Training for each level
Lessons and job aids per level, with a check your lead watches before the next one opens. You approve each level.
3
Into the job post
I rewrite the post to show what a person learns at each level and when responsibility grows. You add the pay steps.
4
Questions for the interview
An interview guide that asks how a candidate has learned before, so you see who will climb.
5
Visible from the first day
A new hire sees the whole path, and managers see who passed which check.
Example
An HVAC company losing its sharpest hires
You said: "Our sharpest techs leave after a year for a bigger company and a title." I start with helper to lead. Example · HVAC company, 14 technicians
Week 1Interviews with you and 2 lead techs: helper, technician, lead
Week 2A 3-level path with a practical check at each level
Week 3You approve it and add pay steps. The job post shows the path
Week 5A candidate asks in the interview how long people take to reach lead
Week 12Your lead tech watches the first technician-level check
Who does what
Who does what
You
Approve the path, set the pay for each level and decide who moves up.
Your leads
Describe each level, watch the checks and train the level below.
Your hiring manager
Uses the path and the interview guide when talking to candidates.
Me
Write the path, its lessons and the job post, and show managers who is ready for the next check.
Pay and schedules still matter to candidates, and they stay your decisions. I don't decide who is promoted or hired.
Before you start
What working with me takes
You send
The role you want stronger people for, and a short talk with you and one of your leads.
You get
A growth path with a check at each level, a job post that shows it and an interview guide.
Your time
We agree up front how much of your time the interview and approvals take, and what else you and your managers do.
Who helps
I prepare the materials. My team sets me up, supports your account and runs your demo. A person confirms every meeting and every payment.
Example · job post with a path, HVAC
HVAC technician: where this job leadsDraft for your approval
Pay steps added by you
Helper
Ride-alongs, tools and safety, first service calls next to a lead
