Book Growth Team Audit (AAA)
A vague JD is not a copy problem. It is a systems ambiguity problem.
If you cannot specify ownership, KPIs, interfaces, and constraints, the hire will inherit the chaos—and your interview loop will drift before the candidate even starts.
What you get (deliverables)
- Interactive scorecard + risk map + 90‑day plan (what to fix first, and why)
- Live workshop (align leadership on ownership, interfaces, and decision cadence)
- Instrumentation checklist + KPI tree (what must be true in CRM/MAP/data to trust the number)
- Hiring plan / pod blueprint (right-size roles + levels; avoid “three jobs in one”)
What we audit
People
Capability coverage, level fit, and handoff clarity
We audit whether the work is defined cleanly enough to assign to real humans (and agents) without heroics.
- Are you hiring one role, or a vague wish list?
- Are you mixing IC work with VP outcomes?
- Do handoffs have owners and interfaces?
Most hiring misses start with role ambiguity, not candidate shortage.
Process
Operating cadence, accountability, and signal flow
We map the revenue engine as a set of flows and points of failure. Then we tighten the shortest path to signal.
- Where does work stall (handoff, review, approval, routing)?
- Which KPIs are debated instead of trusted?
- Which meetings exist only because the system is unclear?
If the forecast changes in the meeting, the operating system is not stable yet.
Tools
Instrumentation, hygiene, and decision trust
We audit CRM/MAP/reporting discipline to confirm whether the KPI tree is actually measurable.
- Are lifecycle stages operationally defined and enforced?
- Is attribution trustworthy enough for budget decisions?
- Can leadership see the constraint without a spreadsheet war?
Tooling is rarely the root cause. Instrumentation and ownership usually are.
If you want a fast self-serve signal first
Use the JD analyser to see whether your brief is hireable:
Then book the audit sprint: