📖 About This Step
How to write a job description that attracts talent, structure offer letters with ESOPs, and avoid the legal and cultural mistakes that lose your best hires in the first 90 days.
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15 related insights in Business
Tasks (5)
5 tasks total
1
Define roles + write JDs
One-page JD per role with outcomes (not just responsibilities), reporting line, ideal candidate profile, and compensation range. Honest ranges attract honest candidates.
2
Build a sourcing pipeline
LinkedIn + AngelList + your founder network. Aim for 30 candidates in funnel per role. Hire from referrals when possible — 3x retention vs cold sourcing.
3
Structure 3-round interviews
Round 1: screening + culture (30 min). Round 2: skills test or work sample (2 hours). Round 3: founder + team meet (1 hour). Total under 4 hours per candidate.
4
Draft offer letter with ESOPs
Use a standard ESOP plan from Trica or Hissa. Include 4-year vest, 1-year cliff, fair strike price. Get a lawyer to review the master plan once.
5
Run a structured 90-day onboarding
Week 1: shadow. Weeks 2-4: small owned project. Weeks 5-12: full ownership of a function. Weekly 1:1s. Most attrition happens in days 30-60.
📅 Daily Plan View
1 week
Task 1
Define roles + write JDs
3 weeks
Task 2
Build a sourcing pipeline
Ongoing
Task 3
Structure 3-round interviews
2 weeks
Task 4
Draft offer letter with ESOPs
90 days
Task 5
Run a structured 90-day onboarding
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