WerkFore

Not sure which plan fits your needs? Compare the options below and choose the one that best tackles your current hiring challenges. Let’s build a smarter, more efficient recruitment strategy—tailored just for you!

	Novice Runner (Basic Plan)	Executor’s Favorite (Standard Plan)	Transformer Champion (Premium Plan)	All-Rounder (Full-Personalized Plan)
Who Is This For?	If you’re an early-stage business hiring your first key hires without an HR automation system, this plan is for you. Rather than relying on gut instinct or basic screening, we offer a structured, data-driven approach that empowers you to make confident, high-impact hiring decisions while reducing costly mistakes.	This plan is designed for growing businesses that have made their initial hires but struggle with inconsistent candidate selection. Without an ATS, manual processes lead to screening variations, resulting in misaligned hires. If you are looking for a structured, data-driven approach to ensure consistency, cultural alignment, and hiring efficiency, this plan is the perfect fit.	A startup in Series A/B is rapidly scaling but faces long hiring cycles and a high rate of early attrition. Their manual processes result in delays and misaligned hires. They need a comprehensive process overhaul, including predictive insights, to streamline every step from sourcing to onboarding.	A high-growth startup requires a fully customized, end-to-end hiring solution. With no ATS or HR automation, their manual processes are stretched thin, and the need for a seamless, data-backed recruitment strategy is critical to support rapid expansion and maintain cultural integrity.
How We Help	Step 1: Define Hiring Needs – Align key decision-makers through interviews and focus group discussions to pinpoint the critical skills and competencies that match your business goals. – Develop a skills matrix in Excel to track candidate qualifications and create clarity in your hiring process. Step 2A: Standardize the Screening Process (Data-Driven Approach) * Establish a structured evaluation checklist to assess technical skills and cultural fit consistently. * Leverage Excel Pivot Tables to analyze candidate scores and quickly identify top performers. Step 2B: One-on-One Decision-Maker Sessions (Human-Centered Approach) * Conduct personalized 1-on-1 sessions with key decision-makers to reveal their cognitive and personality strengths, helping them refine their hiring instincts. * Utilize cognitive & personality assessments to provide deeper insights, turning hidden potential into decision-making strengths. Step 3: Build a Smart Interview Framework * Combine individual insights with HR analytics to create a comprehensive hiring report tailored to your businesses’s needs. * Develop role-specific interview questions with clear scoring criteria to ensure fairness and consistency. * Combine data-driven insights with human judgment by integrating personal assessments and analytics into a tailored hiring framework—structured for consistency, yet flexible for real-world adaptability. Step 4: Delivering Actionable Insights * Present a clear, data-backed hiring report that helps decision-makers understand both analytical results and their personal strengths in selecting candidates. * Host strategy sessions to refine shortlists and continuously improve hiring based on real-time feedback.	Step 1: Define Hiring Needs Align key decision-makers through interviews and focus group discussions to pinpoint the critical skills and competencies that match your business goals. Develop a skills matrix in Excel to track candidate qualifications and create clarity in your hiring process. Step 2A. Standardize the Screening Process (Data-Driven Approach) Establish a more detailed structured evaluation rubric with weighted criteria to standardize assessment and to assess technical skills and cultural fit consistently. Leverage Excel Pivot Tables to analyze candidate scores and quickly identify top performers. Leverage pivot tables to track and compare candidate performance over time. Step 2B: One-on-One Decision-Maker Sessions (Human-Centered Approach) Conduct personalized 1-on-1 sessions with key decision-makers to reveal their cognitive and personality strengths, helping them refine their hiring instincts. Utilize cognitive & personality assessments to provide deeper insights, turning hidden potential into decision-making strengths. Step 3. Competitor Benchmarking Gather industry data through surveys and public sources to establish baseline hiring expectations Build a comparative dashboard in Excel for easy, side-by-side competitor analysis. Step 4. Build a Smart Interview Framework & Scoring System Combine individual insights with HR analytics to create a comprehensive, tailored hiring report. Develop standardized, role-specific interview questions with clear scoring criteria for technical skills, soft skills, and cultural fit Implement a 0–5 scoring system for objective candidate comparisons. Combine data-driven insights with human judgment by integrating personal assessments and analytics into a tailored hiring framework—structured for consistency, yet flexible for real-world adaptability. Step 5: Delivering Actionable Insights Present a clear, data-backed hiring report that helps decision-makers understand both analytical results and their personal strengths in selecting candidates. Step 6. Strategy Implementations and Candidate Review Sessions Conduct bi-weekly review sessions with decision-makers to analyze candidate performance metrics. Continuously refine the evaluation rubric based on real-time feedback and insights to optimize hiring success.	1. Comprehensive Hiring Process Audit: – Map current candidate journey from sourcing to onboarding. – Identify bottlenecks and data gaps using Excel and basic statistics. 2. Predictive Analytics Implementation: – Develop Python machine learning models to forecast hiring needs based on historical data. – Integrate predictions with existing candidate tracking in Excel. 3. Optimized End-to-End Hiring Framework: – Design a step-by-step process covering sourcing, screening, technical assessments, interviews, and onboarding. – Develop detailed checklists and templates for each phase. 4. Specialized Onboarding & Manager Training: – Create tailored onboarding plans for new hires with clear milestones. – Provide one-on-one training sessions for line managers on best practices and effective team integration.	1. Deep-Dive Diagnostic & Custom Roadmap: – Conduct intensive interviews with leadership to capture current challenges and future hiring needs. – Map a customized recruitment process detailing every step from candidate sourcing to onboarding. 2. Tailored Predictive Hiring Model: – Build advanced Python-based machine learning algorithms to predict hiring trends and workforce needs. – Develop custom dashboards in Excel to monitor model outputs and hiring metrics in real time. 3. Tailored End-to-End Hiring Framework: – Create a comprehensive manual that outlines each step, including sourcing strategies, screening protocols, technical assessments, interview scripts, and candidate evaluation guidelines. – Establish a detailed, customizable framework for evaluating candidate responses and fit. 4. In-Depth Onboarding & Manager Training Program: – Develop a specialized onboarding training curriculum for line managers. – Schedule a series of one-on-one sessions to refine and execute personalized onboarding plans, with detailed guidance for each managerial role.
Tools We Use	1. Microsoft Excel (Pivot Tables, data analytics) 2. Custom Interview Framework (structured questions + scoring system) 3. 1-on-1 Consultation Sessions (virtual or in-person) 4. Cognitive & Personality Assessments (app/web-based standardized tests)	1. Microsoft Excel (advanced Pivot Tables, dashboards, weighted scoring models) 2. Custom Interview Framework (standardized structured questions + scoring system) 3. 1-on-1 Consultation Sessions (virtual or in-person) 4. Cognitive & Personality Assessments (app/web-based standardized tests)	1. Python ML models for hiring predictions 2. Excel for process tracking and bottleneck analysis 3. Customized hiring and onboarding frameworks 4. One-on-one sessions for training and review	1. Advanced Python ML models and custom dashboards 2. Comprehensive, personalized process documentation 3. Detailed Excel tracking and analysis tools 4. Series of one-on-one consulting and training sessions
Expected Impact	1. Reduce time-to-hire by 15% 2. Increase screening accuracy by 20% 3. Boost candidate-quality alignment by 10%	1. Reduction in inconsistent hires by 20% 2. Screening process efficiency improvement by 25% 3. Faster decision-making, reducing overall hiring cycle by 18%	1. Hiring cycle shortened by 25% 2. Candidate retention improved by 15% 3. Overall recruitment efficiency increased by 30%	1. Reduction in hiring errors by 30% 2. Time-to-hire decreased by 35% 3. Employee retention boosted by 20% through improved onboarding