Our framework
The Obsession Framework
Nine points where recruiter hiring is won or lost.
The nine points
Opportunity
Is the role actually a move worth making?
Compensation, equity, ramp, scope, ceiling. We pressure-test the opportunity against what the best candidates already have.
Brand
What does the market already believe about you?
Recruiters Google before they reply. Glassdoor, LinkedIn pages, founder activity, and recent hires all decide whether the first conversation happens.
Search Strategy
Are we hunting in the right pools?
Who has done this before, who is doing this now, who is about to outgrow their current seat. Strategy beats volume every time.
Engagement
Why would the right person reply?
Outreach that reads like a copy-paste from a sequence will be ignored by the people you actually want. Tone, specificity, and timing matter.
Sourcing
Are we surfacing the full market, not just the easy market?
The strongest candidates are not the most visible ones. Disciplined sourcing finds the operators who would never browse a job board.
Selection
Are we measuring what actually predicts success?
Most interview loops measure interview ability. We design selection around the work itself — performance, judgment, and the ability to ramp fast.
Interview Process
Does the process build conviction, or burn it?
Top candidates lose interest fast. Pace, structure, and who they meet shape whether they leave the process more committed or less.
Offer Construction
Is the offer built to be accepted?
Number, structure, story. Offers fail when they are presented like negotiations rather than the conclusion of one.
Nurture
What happens between acceptance and day one?
Counter-offers, cold feet, and competing processes peak after the yes. The best firms run a process after the process — and it shows in their start rates.
Want to run this on your next hire?
Whether you need advice about how to grow your recruiting team, or need us to run a search end-to-end, every project is personally run through the framework by the founders.