Better Interviews + Clearer Metrics + Less Burnout

 

HIRE

Stale Interviews = Bad Hires

It’s like going on a first date, only asking about favorite colors, then proposing.

Quick Fixes:

  • Train every hiring manager on how to interview, not just who to pick

  • Refresh your interview guides with role-specific, reality-based questions

  • Normalize the uncomfortable questions (legally, of course)

Try This AI Prompt: Write interview questions for [job title] at [company] that assess [3 key traits or skills] in a [X-minute] interview led by a [title].

 

LEAD

Problem Solving ≠ Leadership

Solving everything yourself is noble, until it’s not. Teach your team to think before they ask with the 1-3-1 framework:

1-3-1 Framework:

  • 1 Problem: What’s the real issue? Name it clearly.

  • 3 Solutions: What are three ways to fix or improve it?

  • 1 Recommendation: Which path do you recommend and why?

Teach this rhythm in every 1:1, Slack thread, or team meeting. You’ll build thinkers, not more headaches.

 

GROW

Performance Tracking: Don’t Lead Blind

Would you ever train for a marathon without tracking miles? Nope

Then why pay someone and “hope” they are doing well.

Fix It:

  • Set (3) measurable, behavior-based results for every role

  • Make goals stupid clear (yes, even for seasoned staff)

  • Use a weekly scorecard to coach, redirect, or celebrate

Example KPIs (Therapist):

  • Notes submitted within 24 hours

  • 25+ billable client hours per week

  • 95%+ client attendance rate

 

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Faster Hires + Sharper Meetings + Better 1-on-1s