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Strategic Planning · Talent Operations · Risk Design

Most hiring plans react to problems.
This one was designed to prevent them.

When a hiring manager's upcoming leave created funnel risk, I didn't send a calendar invite. I built a phased execution framework — with defined objectives, decision gates, and risk mitigation — before a single interview happened.

6–8Week sprint window
3Phases with output targets
25–30Targeted candidates, not 40+
1stOf its kind, per the PE

The Field Note on Sprint Planning explores the thinking behind this approach. This page shows what that thinking looked like during a real hiring sprint.

The Framework

Three phases. One through line.

Each phase was built to hand the next one something to work with — not a raw pipeline, but a calibrated one.

"Your sprint plan was actually the first of its kind that I've ever seen from a Hiring Partner and knowing that you approach your work with such rigor makes me feel at ease knowing how quickly my paternity leave is approaching."

01 — Phase 1

Signal Lock + Funnel Shaping

Before sourcing more, confirm what "yes" looks like. The goal wasn't to add candidates — it was to make sure the ones already in motion were the right ones.

Phase 1 Signal Lock + Funnel Shaping Jan 14–24
Objective: Confirm what "yes" looks like and widen just enough.
My Actions
  • Finish recruiter screens for remaining P0 and strong P1s already identified
  • Partner tightly with the hiring manager on what differentiates "great" vs "good enough" at L5 for PayGroup scale
  • Identify which content signals matter most
Sourcing Buckets
  • Complex systems + regulated domains (payroll, fintech, healthcare, gov tech)
  • Platform or ecosystem content leaders
  • Former ICs who've acted as informal leads
Output by Jan 24: 6–8 candidates moved into or scheduled for HPE screen · Sourcing guide finalized · Outbound messaging aligned to PayGroup impact
02 — Phase 2

HPE Screens + Light Sourcing

Move fast while availability still exists. This phase was about maintaining momentum without burning out the hiring manager or overwhelming the pipeline.

Phase 2 HPE Screens + Light Sourcing Jan 27–Feb 7
Objective: Move fast while availability still exists.
Cadence
  • The hiring manager does 2–3 HPE screens per week
  • I continue 1–2 recruiter screens per week to keep the funnel alive
  • Weekly calibration check-ins to adjust in real time
Anchor Week Strategy
Anchor week is not dead time. It's:
  • Candidate prep
  • Sourcing
  • Internal calibration
  • Decision hygiene
  • Pre-briefing panelists
  • Tightening interview questions
Output by Feb 7: 4–6 candidates clearly calibrated · 3–4 ready for onsite loops
03 — Phase 3

Onsites + Decision Compression

Convert signal into conviction. This phase was designed to avoid the most common failure mode in late-stage hiring: letting good candidates age out while waiting for perfect consensus.

Phase 3 Onsites + Decision Compression Feb 10–28
Objective: Convert signal into conviction.
Interview Structure
  • Run onsite loops in one-week blocks, not scattered
  • Avoid dragging candidates through unnecessary process gaps
  • 1–2 loops per week maximum
  • Keep candidate experience tight and intentional
Reference Strategy
  • Start soft references as soon as positive signal comes in from IR Panel
  • Don't wait for "perfect" consensus — it doesn't exist
  • Keep backup candidate warm throughout
  • POV on hire vs. no-hire by end of Feb
Output by end of Feb: 1–2 candidates at references or HC · Clear POV on hire vs no-hire · Backup candidate warm and engaged
04 — What Changed

A plan that made someone feel at ease.

1st
Sprint plan of its kind the hiring manager had ever seen from a Hiring Partner — before a single interview was scheduled
3
Clear phases with defined outputs, decision gates, and risk mitigation built in from the start
25–30
Targeted candidates — a deliberately tight pool that forced quality over volume at every stage
0
Surprises. The plan anticipated the constraints and designed around them before they became problems
"Your sprint plan was actually the first of its kind that I've ever seen from a Hiring Partner and knowing that you approach your work with such rigor makes me feel at ease knowing how quickly my paternity leave is approaching. I've been really impressed by your ability to learn about the Content Design space and calibrate your understanding of what I need as I learn more about candidates."
Hiring Partner — Product Design · Gusto
This sprint strategy is a real planning document used in an active Gusto search. Candidate names and specific role details have been generalized. — Bri Majors

Editorial Note: Names and identifying details have been changed to protect confidentiality. The work itself has not.