The Future of Hiring Project - The Sprint
This isn’t just a course - it’s a collaborative movement to rebuild hiring using proven Performance-based Hiring methodology and next-gen technology. Participants in the “Future of Hiring Project” will use the Performance-based Hiring GPT and “Digital Lou” to rethink and reengineer the entire hiring process.
Join us July 9th for this groundbreaking project to reimagine every step of hiring using AI, Performance-based Hiring, and real-time collaboration with forward-thinking talent leaders.
Workshop Details: Participants in the Future of Hiring Project will tackle real-world case study searches using the Performance-based Hiring GPT and 'Digital Lou' to redefine how top talent is identified, engaged, and hired. By focusing on offering career moves, using state-of-the-art high-touch candidate outreach marketing programs, and strategies built on how the best people change jobs, this initiative equips hiring managers and recruiters to attract more high performers, accurately predict post-hire success and achieve more long-term Win-Win Hiring outcomes.
The “Future of Hiring Project” is designed to attract the strongest people in any field based on how they change jobs, compare opportunities and excel.
What You Will Experience
- Create a Performance-Based Job Description (PBJD)
- Review & Align with the Hiring Manager
- Prepare a Compelling Marketing Version of the PBJD
- Source & Recruit Top Candidates Using the Candidate Persona and “Moneyball for HR!”
- Prepare a Series of Custom Performance-based Interviews for Any Role
- Rank a Candidate Using the Quality of Hire Scorecard
- Make a Final Hiring Decision by Comparing Candidates
- Prepare a Custom Onboarding Plan
- Build a Performance Management & Development Plan
- Work Through the Full PBH Checklist Step-by-Step
- More Options (Negotiating Offers, Overcoming Concerns, Custom PBH Questions)
This is a 6-8 week coaching program led by Lou Adler. The fee is $750 for this 90-day program and includes access to the GPT, “Digital Lou” and Win-Win Learning platform.
We're proving that our Performance-based Hiring AI powered system can meet all of the challenges shown in the table below.
Top 10 reasons to run an A/B Pilot with the Performance-based Hiring GPT. Click each "+" below to learn the reason why.
1. Increase Quality of Hire
Compare outcomes: see if GPT-assisted hiring brings in more top-third performers vs. your control group.
2. Validate Win-Win Hiring Results
Measure whether GPT-selected candidates are more likely to stay and thrive past the first-year anniversary.
3. Attract Passive and Explorer Talent
Test GPT-sourced messaging and job positioning to engage higher-caliber, non-active candidates.
4. Improve Hiring Manager Satisfaction
Assess whether hiring managers rate GPT-supported candidates and interview prep more highly.
5. Reduce Early Turnover
Track whether GPT-enabled PBJDs and scorecards lead to fewer 90-day and first-year washouts.
6. Drive Interview Consistency and Fairness
Measure the impact of structured, evidence-based interviews vs. unstructured traditional ones.
7. Calculate the Profit Impact of Hiring
Use the built-in GPT Profit Calculator to estimate ROl from improving quality of hire, engagement, and time-to-fill.
8. Enhance Diversity Through Role Reframing
Test if GPT-generated performance- based descriptions broaden the talent pool and reduce filter bias.
9. Quality Recruiter Efficiency Gains
Measure if recruiters using the GPT handle more reqs, faster and with better engagement.
10. Make the Case for a New Talent Strategy
Use real-world results to justify shifting to an “attract-the-best” hiring model like Performance-Based Hiring—designed for long-term business impact.
Get Started
Digital Interaction: Lou Adler – Founder and Author
