Hiring for People Ops Leaders.

Build a self-replicating talent machine by teaching your people to make great hires.

Create an iTeam of trained interviewers. Select + train a group of handpicked managers on how to interview better.

 

Here’s everything you need to know to set up your own iTeam of highly-trained hiring managers

A hand-picked group of hiring managers. A purpose-built experential training experience. A robust set of supporting resources, tools, and videos to reinforce the learning. Here’s everything you need to stand up your own “I-team” and how to work with us to create your own self-replicating talent machine.

Here’s what you’ll need to deliver a great iTeam training.

What you’ll need to do before, during, and after the iTeam training to help you managers get ready to hire better.

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A starter pack of the slides we typically share in the iTeam training - make sure to chat with the PG team to help think through what to include and what to leave out.

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Making this stuff stick is hard - but we recommend you start with an 8-week email nudge campaign and two short feedback surveys. It’s all included in the link above.

These are the concepts we teach in the iTeam training.

Know what you want: How to write a Performance Profile

Most job descriptions kind of suck. Performance Profiles market your company, transform your job into a “position of choice”, and organize the interview process so you know what to ask about. Here’s how to write one in less than 20 minutes.

Get to your shortlist: How to run a Phone Screen.

Great phone screens are a mix of selling and assessing. Done well, you leave with a clear “yes” or “no” decision about the candidate, and the candidate leaves feeling great about the company and how they were treated. Here are the tools that will save you time and lead to a great first conversation.

Identify the “A-players”: How to run a panel interview.

Bad hires are completely avoidable. We use panel interviews to dig deep on the outcomes and skills that matter most for each position. Here’s how to know what to ask and how to sort out the high-performers from everyone else.

Find your own candidates.

Don’t just wait for people to apply. Identify great talent, reach out with compelling messaging, and drive referrals with a few easy steps.

 
 

How to use your Performance Profile, search skills, and a little creativity to create a personal, useful, and brief invitation that grabs candidates’ attention and answers the questions they care most about.

Whether you like it or not, whatever candidates see about you online IS your employer brand. Here’s how to manage what people see when they look you up - and how to build a brand that attracts smart people who get stuff done.

Check if your process works.

Use surveys, performance management data, and other inputs to improve your hiring process.

What do candidates think about your interviewing process? What kind of impression are you making? Here’s how to measure the impression you’re making and improve it over time.

How to use your performance management data to check if your interview process actually works.

Are you hiring good people? (Have you checked?)

Don’t forget about onboarding.

You just hired someone great. Now don’t blow it. Give them clarity on who you are, what you do, and how they can make an impact right away.

 

Visit the on-boarding page for a simple list of “must haves” along with examples from across the portfolio so you aren’t starting from scratch.

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Principals Jimmy and Paul discuss the ParkerGale approach to hiring, why hiring is essential to get right, not just at the C-suite level, but how we work with our portfolio companies to develop the capability to hire well throughout the organization. They also cover what a certain 90's shampoo commercial can teach us about what not to do during an interview.