Hiring Consultant in Denver for Owner-Led Companies
We come to you and build your hiring system with your team.
What a bad hire costs a growing company
A bad hire costs more than the salary you paid. Add the hours your managers spent working around them, the customers who noticed, the work you redid, and the months it took to replace them. In a key role, one bad hire runs well into six figures. When you're growing, it costs more, because every hire after that one is built around the mistake.
A hiring system your team runs after we leave
In a market as competitive as Denver's, good candidates have options. If your hiring still runs on resumes, interviews and gut feel, you're paying for it in turnover, rework and roles you fill twice. We come on site, work with your leadership team, and build a hiring process your managers run on every hire.
Two client results
A company that started in early 2025 with no revenue closed year one at $6 million and year two at $20 million, and it's on track for $50 million in year three. The owner wanted to build it right and not waste time on costly hiring mistakes. We built the hiring system with his team before the growth hit. His team is one of the strongest groups of high performers we've worked with.
A specialty medical group spent nearly nine months replacing a retiring partner. They hired the doctor who interviewed best, and their final check was dinner with the partners' wives. Everyone liked him. Within three months they bought him out, at a cost of about $400,000. The hiring process we built them cost about $28,000. Three years later, the doctor they hired with it is a full partner.
What we build with your team
A hiring system isn't software. It's the steps your team follows on every hire, so the result doesn't depend on who's interviewing that day.
Role clarity: what the job has to deliver, written down before you post it.
The job post: written for the person you need, not a list of duties.
Assessments: behavioral and cognitive, built for hiring.
Interviews: the same behavioral-based questions for every candidate, scored the same way.
Onboarding: a plan that keeps people past the first 90 days.
Hiring decisions you can defend
A strong resume tells you what someone's done. A great interview can leave you convinced they can do the job. Neither, on its own, tells you enough about how they'll actually perform.
We define what the job demands before you meet a single candidate. Then every candidate is evaluated against the same job-related standards, using assessments validated for hiring and scored interviews.
When you make the offer, you know why you're hiring this person, what the evidence says, and where the risks are. If the decision is ever questioned, you can show exactly how you made it.
How we work with Denver businesses
We're based in Colorado Springs, about an hour south on I-25, and we work on site with companies across the Denver metro.
We start with your leadership team: where hiring is costing you money, which roles you can't afford to get wrong, and how you hire today.
Then we build the system with you: the job definition, the assessments, the interview questions and scoring, and the steps from offer to day one.
Your team runs it for every hire after, or we run it for you.
Questions owners ask
How much does this cost compared to a bad hire?
It depends on your roles and your team, so we don't quote a number until we've seen your business. For one client, a single bad hire cost about $400,000. The hiring process we built them cost about $28,000.
We're growing fast. When should we fix hiring?
Before the next round of hires, not after. It's easier to build the process while the team is small than to fix a team that was built without one.
We already use a personality test. Isn't that enough?
Most personality tests weren't built for hiring, and any assessment is only one input. Without a defined job and scored interviews, you're still deciding on gut feel.
Do you work in Denver?
Yes. We're based in Colorado Springs and work on site with companies across the Denver metro, the rest of Colorado, Florida and the rest of the country.
Mike McKee, former CEO of ObserveIT, on why he won't make a hiring decision on gut feel and an interview alone.
