You're bad at hiring.


Industry standards focus on resumes and whether someone can convey their value in an interview - two of the worst ways to determine if they will perform well!

Common Mistakes

Raise your hand if you've experienced one of these!


Unknowingly fell into one of these traps when deciding who to hire...

Filtered candidates based on a specific role with a checklist of requirements
Qualified non-technical candidates primarily on resume and history of experiences
WOWed by their interview and felt like they couldn't be a more perfect fit
Chose someone who felt "familiar" and like your type of person
Made a quick hire instead of a thorough hiring campaign with multiple candidates

Started excitedly with a new team member, but then were left wondering...

They seemed SO great, what happened! This quality of work doesn't meet the bar.
Do they not see these issues? There's such a lack of attention to detail.
What are they spending their time on? Delegation and communication isn't working.
Is it too much to ask for someone to be passionate and proactive in their work?

Great News

Those mistakes can be avoided! You can absolutely find the team member of your dreams.

I can help you suck less at hiring. Only if you're ready to...

Take the time for a 2-4 week hiring campaign and evaluate multiple candidates.
Think about roles, teams, and hiring differently from the way you have been.
Actively look for the candidates who are NOT similar to you.
Trust and be patient that there's value in others with an alternative approach from you.

I'm a Hiring Geek

I’m extremely passionate about changing the way hiring is done so that it’s more equitable and effective. Having felt the pains and joys on both sides, I’m on a mission to make the hiring experience enjoyable and successful for all.

I discovered the best hires were often the worst at interviewing while amazing candidates on “paper” had huge performance issues. Through experiments in my own businesses, I developed a unique methodology. Then, I refined and validated it in dozens of contract hiring campaigns for other businesses.

Methodology Principles

Hire for a partnership - not filling a "role" with a person. By aligning candidates with the team gaps, business needs, and culture must haves, there's more freedom for someone great to make an impact.
Rigorously check biases throughout the evaluation process. You will always gravitate towards "similarity", but that doesn't foster diversity which is key for a thriving team.
Give candidates opportunities to showcase their skills. Instead of them "telling" what they do, include experiences to help determine whether it's a fit for both company and candidate.

Consider bottlenecks, culture, and what's needed to balance your team.


Attract a diverse range of enthusiastic and quality candidates.


Filter candidates based on performance and criteria that matters most.


Experience working together to confirm alignment and synergy.

Hiring is usually stressful because you feel like you have to make a big decision based on brief flashes of information. However, Christina helped us “see into the future“ by using her unique hiring campaign to uncover things you normally don’t find out until after you’ve hired someone. I felt at ease watching her captain the various stages of recruiting and evaluation. The whole process was more thorough than anything we would have come up with on our own. She also helped us sort through the factors that would end up mattering most to a small team like ours. Our new hires integrated seamlessly into our team, and they really hit the ground running on day one. Looking back, we know with confidence exactly why each person was hired.
Michelle V.
Christina’s holistic approach to hiring is one of a kind. She takes the time to learn exactly where her clients need support in their business. She also has the gift of writing fun and captivating job descriptions! During the hiring process, she creates trial projects for qualified applicants to test their skills and quality of work. In addition to her amazing attention to detail and level of awareness of human behaviors, she also has a library of assessments to evaluate the strengths and work styles of the candidates. Christina truly has a method of making the hiring process so delightful and most importantly, successful.
Angela T.

Hiring Support Packages

*Note: Pricing is different for long-term retainer clients.

  • Timeline Spreadsheet and Planning Checklist
  • Assessment Worksheets
  • Evaluation Worksheets
  • Tech Setup and Recruiting Recommendations
  • BONUS: HR Compliancy Best Practices, Onboarding, and Performance Reviews
  • (templates: job listing, application, missions, candidate tracking, email messages, interview questions and agenda options)
  • 2 30min Q&A calls to schedule as desired
  • (Everything in DIY)
  • 90min Assessment Call for Strategy Clarity
  • 60min Recruiting, Job Listing, and Application Call
  • 60min Evaluation and Interview Prep Call
  • 60min Decision, Offer, and Onboarding Call
  • Coaching & feedback throughout campaign (email, voxer, slack, or other)
  • (Everything in DIY + Advise)
  • Hiring campaign strategy and timeline
  • Build and set up all campaign tech and materials
  • Get approval and publish job listing and application
  • You/team will evaluate candidates with my coaching and feedback
  • (Everything in DIY + Advise + Build)
  • Build and own your campaign from end-to-end
  • Get input from you/team and updates throughout
  • Select and schedule top candidates interviews for you/team
  • Facilitate final interviews with you/team
F . A . Q .
What is a "campaign"?

It’s a more intentional and organized approach to hiring. Typically with a goal of bringing in plenty of candidates to the “pool” so there are diverse and high caliber options. Then, considering those options through a series of events in order to make a final decision on who to bring on to the team.

Do you help me decide who to hire for?

Yes! This is the first step of the process. There are many important things to consider BEFORE starting your hiring. At every package level, there’s DIY or facilitated support to make sure you’re hiring the most aligned role, responsibilities, and type of person for your business and team.

What if I want to hire more than one person?

My process works for multiple campaigns (ideal for different roles) as well as one campaign for multiple new team members (ideal for a similar role with different skills/strengths). Depending on your current team structure and needs, sometimes I recommend bringing on 2 or 3 top candidates for the trial phase. This can mitigate risk, be efficient for training, create camaraderie, and ensure you’re ready for growth.

What's the timeline of this process?

Usually a hiring campaign takes 2-3 weeks from the time of a job listing getting published to making an offer for the trial phase. It depends on whether you’ve ever hired before and if you have additional support during the process. Niche or very specific requirements can also increase the time or efforts needed for recruiting.

How long do I have access to the DIY materials?

You’ll get lifetime access to all DIY materials that come with every package level. The facilitated guidance through the process is the only time bound support, which we can plan together in advance.