# Can't find good employees? I write the path they look for ELVINA · GIVE STRONG PEOPLE A PATH 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. Digital employee (AI) A free 30-minute demo on Zoom. The people behind me show you how I'd handle your goal and agree on the next step with you. - A path written for each role - In the job post, not your head - You decide who moves up ## Why strong candidates pass you by ### “The path to lead exists only in my head.” 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. ## From a dead-end job post to a path people can see ### 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. ### 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. ### 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. ### Questions for the interview An interview guide that asks how a candidate has learned before, so you see who will climb. ### Visible from the first day A new hire sees the whole path, and managers see who passed which check. ## 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 1 Interviews with you and 2 lead techs: helper, technician, lead - Week 2 A 3-level path with a practical check at each level - Week 3 You approve it and add pay steps. The job post shows the path - Week 5 A candidate asks in the interview how long people take to reach lead - Week 12 Your lead tech watches the first technician-level check ## 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. ## 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 leads ## Related goals and pages ### Goals - [Hire for attitude, train for skill](/goals/hire-for-attitude-train-for-skill) - [Hire a general manager](/goals/hire-a-general-manager) - [Grow your own people](/outcomes/develop-internal-talent) - [All business moves](/goals) ### Industries and pricing - [Field service](/for/field-service) - [Home services](/for/home-services) - [Pricing](/pricing) - [Hiring](/elvina/hr-recruiter) Job-post drafts, skills checks and interview guides · first calls and interview booking: planned, not available today - [Growing people](/elvina/people-development) Skills matrix, mentors, a bench for new locations - [Coaching](/elvina/coach) Readiness checks · reminders and answers to staff: planned, not available today ## Tell me where a strong hire goes after a year. I'll write the path that shows it. A free 30-minute demo on Zoom. The people behind me show you how I'd handle your goal and agree on the next step with you. No launch date is committed for planned features.