Six stages. Human checkpoints at every one.

Behind these six stages sit twenty-two process steps, an audit trail of every action, and named humans who confirm each consequential move. You see the work, not a black box.

1. Understand

   Structured intake with your stakeholders. Sheldon maps the company, the org chart, and what this leader must deliver in the first year. You confirm the success profile.

2. Define

   A complete position specification: role, KPIs, compensation band, deal-breakers, and the scorecard weights that will govern scoring. Locked at sign-off.

3. Search

   Sourcing across licensed data providers, the registered talent network, and human-operated channels, screened against your off-limits list. You calibrate the longlist before anyone is contacted.

4. Assess

   Consent-first outreach, structured competency interviews, and assessments. Interview answers are scored on content only; faces and voices are never analyzed.

5. Decide

   Four to seven interview-ready candidates with comparable evidence, risks, and compensation expectations. Sheldon coordinates panel rounds and references; your panel decides.

6. Land & Guarantee

   Offer support, counter-offer risk flags, structured onboarding check-ins at 30 and 90 days, and a 12-month replacement guarantee.

Dashboard walkthrough and screenshots arrive with the platform release.