The wounds your team names in the room.
Real, specific pain. If you read these and nod, the rest of the page is yours.
You get 200 resumes and they all look the same.
Interviews feel like a vibe check more than a decision.
New hires spend their first week hunting for the printer.
What is pushing, pulling, blocking, and keeping you stuck.
Every hire or fire decision runs through four forces. We name them so you can move the ones you can move.
The job, in the buyer's own words.
When I open a role, I want to know in 24 hours which candidates are worth the call, so I can stop wasting my week on resumes that do not match and hire someone the team is happy with on Monday.
Who runs this department.
Agents assist. Humans own. These are the seats that map to the processes below.
Head of People
System owner, culture, policy.
Talent Lead
Reqs, scorecards, pipeline.
Recruiter
Sourcing, screens, debriefs.
People Ops
Onboarding, compliance, HRIS.
The operating cadence.
Category → department → process. Each process can bind skills, agents, harnesses, and loops.
- 01Role scorecard before posting
- 02Structured screen + interview loop
- 03Offer pack with comp band check
- 04Day-1 to Day-30 onboarding plan
- 05Quarterly headcount vs plan seal
Who is accountable when the seal fails.
How we land this department.
Most vendors sell features. We sell the wound. This is the exact wedge that opens the door for People & HR buyers.
One command. Pick the work you do.
You install the kit with one command. Each how-to is named for the job it does. Add it to your AI assistant and run it like a real workflow.
Pick the job. Run it.
Browse the full catalog of agents, harnesses, and goal-loops on the marketplace.
/site/skills-library.html · /site/harnesses.html · /site/goal-loops.html · architecture
Where this framework comes from.
Method: JTBD Intake (Moesta Four Forces) + Blueprint GTM + RIG sealed proof.