Pillar: Build the Engine
Build the system before you fill the seat.
A new hire placed into an undocumented process inherits the leaks instead of fixing them. I build the role, the playbook, and the dashboard, so your hire knows what they own on day one.
Solo consultancy. You work directly with Justin Robinson on every engagement.
What this pillar covers
- Role ownership and capacity
- Hiring readiness and role design
- Compensation and incentives
- New-hire ramp and training
- Management cadence and KPI dashboards
- CRM, tools, and playbooks
(Areas AR19 to AR24.)
Common leaks I find
- The owner is still the main salesperson, and the only one who knows how anything works.
- A job posting written from hope, not a scorecard.
- A CRM graveyard of half-entered contacts.
- No weekly numbers meeting, so problems surface at tax time.
What I do
Map who owns each growth function today, and their real capacity.
Design the role before you fill it: scorecard, job description, interview kit, compensation framework, 30/60/90 ramp plan. Templates are labeled for review with employment counsel. You’re the employer; I build the system, you make the hire.
Configure the CRM so every lead carries a source, status, next action, and value. Minimal-entry by design.
Stand up the weekly cadence: one dashboard, same numbers every week, owned by your people. And train your team on the new systems hands-on, so adoption sticks after I leave.
How it's measured
- Day-one readiness (a hire can follow the documented process)
- CRM discipline (every lead complete)
- Cadence kept without me
- Ramp gates hit at 30/60/90
Measured on your numbers, not my opinion.
Related
Hiring for Growth?
The HIRE NOW / FIX FIRST / BRIDGE decision.
Packages & Pricing
Revenue System Build and the Hiring Sprint.
Keep & Grow
Repeat revenue and referrals on a system.
Common questions
What is a hiring kit?
The complete package for one growth role: scorecard, job description, interview kit, compensation framework, and 30/60/90 ramp plan, built before the hire starts, so they inherit a system, not a mess.
Should I build systems before or after hiring?
Before. A hire placed into an undocumented, unmeasured process usually inherits the leaks instead of fixing them. Build the system, then hire the person who runs it.
Know whether your process is ready for a hire.
One week, $900 flat. Hiring readiness scored alongside your top leaks.