Hiring Wrong Hurts More Than Hiring Slow

Equip your managers with the tools to identify exactly who they need, ask the questions that reveal it, and onboard new hires in a way that makes them want to stay.

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Bad Hires and Poor Onboarding Are Draining Your Organization

  • 46% of new hires fail within 18 months — and the root cause is almost always a mismatch between role expectations and reality that starts in the interview process
  • Companies lose up to 20% of new employees in the first 45 days due to poor onboarding experiences that leave people confused, disconnected, and questioning their decision
  • When managers can't articulate what a role actually requires, they hire on gut feel — and your organization pays the price for months

Hire Right, Start Strong: A Manager's Framework for Building the Right Team

Most managers were never taught how to hire. They write vague job descriptions, ask generic interview questions, and hand new employees a laptop and a benefits packet and call it onboarding. Research from SHRM, Glassdoor, and organizational behavior experts is clear — structured hiring processes and intentional onboarding programs dramatically improve quality of hire, time to productivity, and long-term retention.

This 3-week program gives managers a practical framework for defining exactly what a role requires, conducting structured interviews that surface real capability and fit, and building a 90-day onboarding experience that sets new hires up to succeed from day one.

Each Program Includes:

  • Two 90-minute, interactive workshops for 20 people
  • 3-week messaging plan to reinforce key lessons
  • Engagement plans for participant’s managers
  • Participant workbooks and cheat sheets
  • Post-program assessment report

A partnership with Better Every Day Studios means you don’t have to go it alone.
Our streamline process ensures the program is true to your organization's unique culture and needs.

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Here's What Happens If You Don't Act

Every bad hire your managers make costs you time, money, and team morale. Every new employee who walks out the door in the first 90 days takes with them everything you invested in recruiting, interviewing, and onboarding — and leaves your team short-staffed and demoralized. Your competitors are building hiring and onboarding systems that attract top talent and turn them into contributors fast. You're running a revolving door. The longer your managers go without these skills, the more your organization pays — in turnover costs, lost productivity, and a reputation that makes great candidates choose someone else.

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