Milestone map
Milestone map
3 milestones
Define the role before searching
1–2 weeks
Define your first hire before searching. Early hires often fail because they fill a vague need for 'help'. Answer three questions first. What function will this person own, stated specifically? What bottleneck does adding them unlock that you can't handle yourself? What specific outputs mean success at 90 days?
Proof required
Share a role definition document. Describe the function precisely enough for a stranger to judge candidates. Say why this function comes before any other hire. List 3 specific outputs they'll deliver in the first 90 days.
What gets checked
- The function fits in one sentence a stranger could judge candidates against.
- It names the bottleneck this hire removes. 'We need help' doesn't count.
- The 90-day criteria are outputs, like 'close 3 pilots by day 60', not behaviours.
Common mistakes
- A role that's too broad, like 'Growth Lead'. Nobody knows what success looks like.
- No bottleneck analysis. 'We're too busy' isn't one.
- Behavioural criteria like 'show initiative'. Early hires need output-based accountability.
Resources
Foundationstart here
Depthgo deeper
Arena
What a verifier looks for
- Ask what this person would do on a Tuesday afternoon. A vague answer means a vague role.
- Ask what fails if they don't hire in the next 30 days.
- Ask what happens if the outputs aren't met by day 90. A clear answer means real criteria.
You'll sign in first, then come straight back here.
Run sourcing, interviews and references
4–10 weeks
Source candidates, run structured interviews and check references before any offer. Structured means the same questions, in the same order, for every candidate. It gives more consistent evaluation than open conversation. Keep a hiring tracker and a record of reference checks.
Proof required
Share your tracker: candidates sourced, interview stages and final shortlist. Pseudonyms are fine. Share the question list asked of every first-round candidate. For references, give each person's role and relationship, not name. Say what you asked and what surprised you.
What gets checked
- At least 10 candidates sourced. Fewer than 5 skips real comparison.
- The same core questions were used with every first-round candidate.
- At least one reference call asked about a weakness or a difficult situation.
Common mistakes
- Fewer than 10 candidates. A pool of 3 gives too little signal.
- Unstructured chats. Evaluation becomes inconsistent.
- Skipping references. They're the cheapest due diligence available.
Resources
Foundationstart here
Masteryfor the dedicated
What a verifier looks for
- The question list should be recognisably the same across candidates.
- References must include a weakness or difficult-situation question, not just 'were they great?'
- Under 10 candidates is a yellow flag. Ask how they sourced and why the pool was small.
You'll sign in first, then come straight back here.
First hire joins: 30-day review
8–12 weeks (hire joins + first 30 days + optional 90-day outcome)
Your first hire joins. The evidence is a 30-day review against the 90-day outputs from Milestone 1. It surfaces misalignment before it gets expensive. It also tells the hire whether they're meeting expectations.
Proof required
Share a working 30-day review. Say whether they're on track for the Milestone 1 outputs, and why. Name one thing going better than expected and one that isn't. Name one thing you wish you'd told them on day one. After 90 days, add which outputs were met and what you learned.
What gets checked
- It's candid, with at least one specific thing not going as expected.
- The day-one regret is specific, not 'communicate more clearly'.
- After 90 days, outputs are judged against the Milestone 1 criteria, not revised targets.
Common mistakes
- An all-positive review. Thirty days in, there's always some misalignment.
- Blaming only the hire. Check whether the role definition or onboarding contributed.
- Quietly revising the 90-day outputs. They must stay fixed from day one.
Powstik Guide
A 30-day review against the hire's 90-day outputs.
Steps
- Pull up the 90-day outputs from M1.
- Rate progress on each.
- Discuss it with the hire.
- Agree one change for the next 30 days.
Template
| 90-day output | Progress at 30 days | On track? | |---------------|---------------------|-----------| Their view: One change agreed:
What gets sent back
- No link to M1 outputs.
- Hire not involved.
- No change agreed.
Resources
Foundationstart here
Depthgo deeper
What a verifier looks for
- A review with only positives isn't a real 30-day review.
- Problems should be partly traced to context, like onboarding or role clarity.
- After 90 days, ask to see the Milestone 1 criteria beside the outcome.
You'll sign in first, then come straight back here.
Part of