A hiring system that finds the right people — and keeps them.
One system that fixes where you search, who you test, and who you train — so the right hire isn't luck.
90% of the manual admin — gone. So you're not spending hours training someone who was never going to work out.
Sound familiar?
None of this is because you're bad at hiring. It's because sourcing, screening, alignment, and training are all running on gut feel — with no system catching the gaps.
Not a job board. A system that runs itself.
A hiring SOP that runs itself — from the moment you post a role, to the moment a new hire is settled in and staying.
How it actually runs, day by day
Not a vague promise. A real sequence, with a real owner at every step.
Landing page live
Candidates apply here.
You move the status, we handle the rest
Update a candidate's status (e.g. New Submit → Send Test) — the system sends the right email the moment you do.
AI grades the test
Once submitted, the test is graded automatically. No manual review needed.
Interview
You move status to Interview — you send the invite and run the conversation yourself. Nothing here is auto-sent.
Self-onboarding platform
The moment you mark Pass, your new hire gets their own onboarding platform:
- KPI roadmap
- 30/60/90-day plan
- A to-do list they track themselves
No manual training or hand-holding needed on your end.
Step 0 — Landing page live
Candidates apply here.
Day 1–7 — You move the status, we handle the rest
Update a candidate's status (e.g. New Submit → Send Test) — the system sends the right email the moment you do.
Day 8–10 — AI grades the test
Once submitted, the test is graded automatically. No manual review needed.
Day 11 — Interview
You move status to Interview — you send the invite and run the conversation yourself. Nothing here is auto-sent.
Pass → Onboarding — self-onboarding platform
The moment you mark Pass, your new hire gets their own onboarding platform:
- KPI roadmap
- 30/60/90-day plan
- A to-do list they track themselves
No manual training or hand-holding needed on your end.
How We Onboard You
This is about getting you set up — separate from how candidate onboarding runs automatically above.
Tell Us About the Role and Company
Answer a few simple questions about the role and your company. From there, the system generates everything you need — no starting from scratch.
- Job Description (JD), tailored to the role
- KPI framework for the position
- 5-5-5 onboarding framework
Your Own Recruitment Landing Page
Once your form is complete, you get a recruitment landing page tailor-made for your company — your brand colors, your culture, on your own domain.
- A fully branded landing page — your colors, your identity
- Company culture front and center, not generic copy
- Hosted on your own domain — not a third-party subdomain
Full handoff & training
The entire system is handed to you — landing page, automation, documents — plus hands-on training so you're not left guessing.
Need someone to run it? (optional)
For larger needs, we'll work alongside you to implement or advise on the setup that fits your business — with tailored packages available.
Why we built this
We've hired a lot of people. Only about a third of them stayed and grew with us past 4 years.
That's not a number we're proud of — it's the number that made us stop guessing. We tested different approaches, learned from what failed, and built the framework this system runs on. Not in theory. In our own hiring, with our own people.
We built this because we didn't want another founder to go through what we did.
Here's how it actually works.
Learn About Kim Vu →Questions before you start
- Posting the role wherever you post today (job boards, social, referrals)
- Reviewing incoming applications and moving their status forward (e.g. Apply → Review)
- The interview itself
- From the moment a candidate lands on your page, reads about the role, company, and culture, and submits
- Sending the test invite & follow-up
- Grading tests, onboarding new members automatically
Right now, rejection handling stays manual by design — we'd rather you have that conversation than let a bot handle it. If you want it automated later, that's a setup option.
Yes — two short setup forms. One covers your role templates and email content; the other covers your onboarding plan (KPIs, 30-60-90). Fill those in once, and the automation runs from there.
The core flow (post → screen → test → interview → onboard) fits most SME hiring. Position names and templates are yours to customize — we just need them to match exactly across your forms so nothing falls through.
Yes — every status change, every email sent, and every onboarding document is tracked centrally. Nothing runs in a black box.
Hours coaching them step by step, answering the same questions twice — then you realize they don't fit your culture or where the company's headed.
What's actually costing you the most right now?
Answer 3 quick questions. We'll show you exactly where your hiring is leaking — then you decide if a consultation is worth your time.
Find your biggest hiring leak
Tell us about your hiring gaps — then book a consultation.