From intake calibration to hand-off
Every module ends with a deliverable you can use the same week — a screening rubric, an offer playbook, an onboarding checklist. The course is a working set of tools, not a slide deck.
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Module 01 · Week 1
Intake calibration — how to write a brief that's actually findable
The questions to ask the business before you start sourcing. Calibrating seniority, must-haves vs nice-to-haves, where the trade-offs really sit.
- Brief template
- Calibration question bank
- Live workshop: rewrite one of your real briefs
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Module 02 · Week 2
Sourcing reach — passive engagement that actually replies
Engaging senior engineers who aren't looking. Outreach craft, signal-to-noise in candidate channels, when to go inbound vs outbound.
- Outreach playbook
- Channel mix template
- Live workshop: 5 outreach rewrites
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Module 03 · Week 3
Funnel re-architecture — what to fix when volume breaks
Where drop-off actually happens, how to redesign the funnel for volume without dropping the bar, common collapse points.
- Funnel-design canvas
- Drop-off audit tool
- Live: rebuild your funnel on paper
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Module 04 · Week 4
Interviews that calibrate
Loop design for surge volume. Calibration of interviewers across teams. Scoring rubrics that don't drift between hiring managers.
- Interview rubric template
- Calibration session script
- Live: calibrate a real role with the cohort
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Module 05 · Week 5
Offers, acceptance and the wow-effect
Why offer-acceptance is where most funnels actually fail. Comp narrative, equity story, motivation reads. Candidate experience as a process, not a feeling.
- Offer playbook
- Candidate-experience map
- Live: roleplay 3 offer conversations
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Module 06 · Week 6
Onboarding & retention — the first 90 days
The hire isn't done at signing. The first-90-days plan that makes 97% retention possible. Hand-off back to managers.
- First-90-days template
- Onboarding checklist
- Final session: cohort retro + your next-quarter plan
Honest fit
You'll get a lot out of it if you…
- Are a hiring manager who'll run a surge in the next 6 months
- Lead an in-house talent function and want to upgrade the team's playbook
- Are a founder hiring your first engineering or revenue leader
- Have tried scaling hiring and watched it stall — want to know why
- Prefer working sessions with actual deliverables over webinars
Probably not the right fit if you…
- Want a passive video library you'll never open
- Hire one or two people a quarter and have no scale-up coming
- Want certification-only credentials, not working tools
- Prefer to outsource hiring entirely — talk to us about an embedded engagement instead
Across 100+ scaling projects, the same five mistakes wreck good companies' first surges. This course is just those five mistakes, in the order they show up, with the patterns that prevent them.
Next cohort — Autumn 2026
Six weeks · live + async · capped at ~30 seats per cohort
Want a bespoke version of the bootcamp for your in-house talent team?
We run private cohorts for talent functions at scale-ups and enterprises. 6–8 weeks, taught by senior NGRS practitioners, calibrated to your stack and seniority bar.