A hiring plan
Which roles to fill, in what order, and what each one needs to own in its first year.
Home / Services / Talent and Team Building
Service
Build the team before you need it.
You can’t scale a company you have to carry alone. We help you hire the right people, in the right order, and keep them.
Talent and team building is a service from Regenerate Capital, a venture studio in the Eastern Townships of Québec. It helps founders plan their first hires, set up a recruiting pipeline, onboard people well and put basic HR foundations in place, so the team can grow quickly without losing culture, clarity or its best people.
What’s included
What the service includes.
Role scorecards
Clear outcomes and must-have traits for every role, written before the first interview.
A recruiting pipeline
Sourcing channels, a structured interview loop and a simple way to track every candidate.
Onboarding that sticks
A 30, 60 and 90 day plan so new people contribute early and know what good looks like.
HR foundations
Contracts, policies, compensation bands and a handbook you can grow into.
Team structure and ownership
Who reports to whom, who decides what, and when to add a manager layer.
Sound familiar?
Do you have these problems?
- You’re hiring faster than you can onboard, and good people leave in month three.
- You still do every interview yourself, and it eats your week.
- Your job posts are vague, so you get plenty of applicants and few who fit.
- Nobody is sure who owns what, so decisions bounce back to you.
- You have no contracts, policies or pay ranges written down, and it’s starting to hurt.
- Your first hires were friends and generalists, and now you need specialists.
Our approach
How we solve them.
01
Map the gaps
We look at your plan for the next 12 to 18 months and list the work nobody on the team can do yet. The hiring plan comes from that list, not from a wish list of titles.
02
Write scorecards first
For each role we define the outcomes, the skills and the values that matter. Interviews then test for those, and nothing else.
03
Build the pipeline
We set up sourcing, a structured interview loop and a shared tracker, so hiring runs without you in every step.
04
Design the first 90 days
We write onboarding plans with clear early wins, a buddy and regular check-ins, so new people ramp up and stay.
05
Lay the HR base
We put the contracts, policies and pay structure in place that your team size calls for, and no more.
Track record
How we’ve solved it before.
Drawn from our founder’s past roles and companies. Past results don’t guarantee future outcomes.
From 4 to 120 in 9 months
As co-founder and COO of MLG Blockchain, our founder helped grow the team from 4 to 120 people in 9 months, with zero external funding and fully remote.
An HR function built from scratch
As Chief of Staff at Secure Digital Markets, our founder built its HR and marketing systems as the company grew from 9 to 40 employees.
Do it yourself
Resources to solve it yourself.
Start this week
- Write a one-page scorecard for your next hire: three outcomes for the first year and the three traits that matter most.
- List every recurring task you still do yourself and mark the ones someone else could own within a month.
- Ask your last two hires what confused them in their first week, and fix the top answer.
- Put your pay ranges for current roles in one document, even if it’s rough.
Recommended reading
Leadership and relationships
Extreme Ownership
Jocko Willink & Leif Babin
Leaders own everything in their world. No excuses, no blame.
Building a company
The Hard Thing About Hard Things
Ben Horowitz
The honest, unglamorous reality of running a company when nothing is easy.
Leadership and relationships
How to Win Friends and Influence People
Dale Carnegie
The timeless fundamentals of relationships, persuasion and selling.
Related services
Other services that could help.
Remote-first operations
Distributed teams that work: an async cadence, clear tooling, written documentation and a culture that survives distance.
Experience · Has built and run companies from 75+ countries. MLG Blockchain grew to 120 people fully remote.
Chief of Staff and operating rhythm
OKRs, meeting cadence, board reporting and the internal systems that give you your time back.
Experience · Chief of Staff at Secure Digital Markets (team of 9 to 40). COO at MLG Blockchain.
Change management
Leading your team through growth, reorganizations and new systems, including the human side of adopting AI.
Experience · COO through hypergrowth at MLG Blockchain. Installed HR and marketing systems as Chief of Staff at Secure Digital Markets.
Questions
Straight answers.
When should a startup start thinking about HR?
Earlier than most founders do. Once your first employee joins, you need contracts, clear roles and a basic onboarding plan, and those are much easier to set up before problems appear.
Do you recruit candidates for us?
We build the plan, the scorecards and the pipeline, and we can help you source and assess candidates. The final hiring decision always stays with you.
How do you charge for this?
Terms are flexible and shaped around your startup: equity, cash, commission, in-kind or a mix. We agree on them in writing before any work starts.
Work with the studio
Get on an exploratory call.
Tell us about your company in a few lines. Right after, you can book an exploratory call with our team to see how we can help.