It's 11:40 P.M on a Sunday and you're improvising tomorrow's onboarding. Again.
It’s 11:40 on a Sunday and you’re writing onboarding. Again.
Somewhere in the last two years, People Ops became your second job.
90 minutes. You score your 4 People Systems, find the one bleeding most, and leave with the 30-day blueprint to install it.
Taught by Juan Alvarez, who has built all four of these systems inside several startups — sitting next to the founder each time.
Includes a free 30-minute Priority Install Session on your scores.
Recording included. Refunded at minute 90 if it doesn't land — you keep the blueprint either way.
Built for the founder who became head of HR by accident.
This room is for you ifYou run a team of 5 to 50 and nobody owns People Ops.
There is no head of HR, and no budget for one yet.
Every people question in the company ends on your desk.
A consultant charges a day rate to run this audit on your company. $99 is priced to filter for founders who actually show up — and because this is the first public cohort. I want this room’s questions more than I want the margin.
Reserve my seat — $99 →Which of these happened in any of your 4 People Ops pillars?
Tap the ones you recognise.
What the ninety minutes actually is.
Sixty minutes taught, thirty minutes of your questions. Every framework is given complete — there is no advanced version I am holding back.
The diagnosis
Why four unrelated-looking problems are one missing system, and what that costs at your headcount.
Score all four pillars
Hiring, onboarding, HR Ops, performance. Each one: what it looks like unbuilt, what good actually looks like, what building it takes — then you score yourself, privately, 0 to 6.
Build your blueprint
Your four scores become one ordered install plan. You write it in the room. You leave holding it.
Thirty minutes of your questions
Open Q&A on your company, your scores, your sequence. No slides.
You keep the recording, the scorecard template and the blueprint — whether or not we ever speak again.
The 30-day blueprint you leave with.
You score all four pillars in the room. The blueprint is built around the one you scored lowest — and it carries the other three with it.
Not a summary of the workshop. A dated install plan for the pillar that is costing you most right now.
A week-by-week install schedule — what gets built in week 1, 2, 3 and 4.
The exact setup steps, in whatever tools you already run on.
A checklist of what “installed” looks like, so you know when you are done.
The pillar runs without you in it — written down, owned by someone, and the same every time.
The blueprint doesn't stop at one pillar. The remaining three come with their own install steps, ordered by what your scores say to build next.
Followed the blueprint and it still isn't installed? Bring it to me and we finish it together.
The Playbook is ready for you to implement
Sixteen pages, with a step-by-step plan to turn People Ops from a nightmare to a machine that really works.
Your 90-Day HR Playbook · 16 pagesFour pillar audits
The same scoring you run live, so you can re-score every quarter.
A 30-day install plan per pillar
Week by week, with the setup steps written out.
Templates you fill in
Scorecards, checklists and the 30-60-90 structure, ready to use.
A definition of done
What “installed” looks like, so you know when to stop.
What the alternatives actually cost.
Four ways to get the four systems built. Three of them you have already priced in your head — this puts the fourth next to them.
Hire a head of HR
A full salary on the payroll from day one — and their first months go to building the four systems that do not exist yet, before anyone gets hired, onboarded or reviewed differently than today.
($4,500 - $5,000)
Bring in a consultant
A day rate to run an audit like this one on your company, per engagement. You get the read — and next quarter’s re-score is another engagement.
($900 - $1600/day)
Keep improvising
Free. It stays free right up until the A-player resigns without warning, or the offer goes out eleven days late and the candidate is already gone.
This workshop — $99
90 minutes. You score all 4pillars yourself and leave with the 30-day install plan for the lowest one, plus the sequenced steps for the other three.
Two Mondays, thirty days apart.
You are the handbook, the recruiter and the review process.
Every answer starts with “let me check.”
People Ops is a tab you keep open.
One system is live, in the tools you already pay for.
The answer lives somewhere that isn't you.
You know which system is next, and why.
Then thirty minutes, one to one.
Included · freeEvery attendee gets a Priority Install Session. You bring your four scores, I read them with you, and you leave knowing exactly what to do next.
Which pillar to build first
Your lowest score is usually the answer. Sometimes it isn't, and I will tell you when.
What building it actually takes
The hours, the tools, and the two or three decisions only you can make.
Whether to bring anyone in at all
Often the honest answer is that you can do this yourself. I say so when it is.
Being straight with you about why this is free: it is how I meet the founders I end up working with. Most people take the plan and I never hear from them again — that is genuinely most of them, and it is a fine outcome. A few ask me to come build it. That is the whole model.
Doesn't work for you? I'll refund you— and you keep the blueprint.I would rather refund you than have you sit through something that did not fit. The blueprint is yours either way, because you built it — I am not going to take back your own work.
Hold a seat, and I'll send the room details.
Next screen is Gumroad — card details there, not here. Registration closes Friday 18 September, or when the 50 seats go.
Seat held for .
Check — the link, the calendar hold and the scorecard template are on their way. Bring honest answers about your own company.
Who's teaching it.
Juan Alvarez
Uncharted Talent
I have built these four systems inside several startups, sitting next to the founder each time, hiring, onboarding, HR Ops, Performance, all 4 from scratch.
I have also watched what happens when nobody builds them: the A-player who quits without warning, the new hire still guessing in week six, the founder answering the same question for the ninth time. That cost is what I help you avoid.
Now I work with founders who took the Head of HR job by accident. I am not teaching you theory in this room. I am handing you what I have already installed.
Yes — and the frameworks are yours to keep either way. Founders who never build them aren't missing information. They're missing the afternoon.
Sixty minutes taught, thirty minutes of your questions. There's one offer, it's named on this page, and it comes after the teaching — not before you pay.
If you're hiring in the next six months, it isn't too early — building the system at five costs an afternoon, retrofitting it at twenty-five costs a quarter. Past fifty it isn't too late, just heavier: you'll untangle three tools that each half-do the job. Either way the scoring tells you which one to fix first.
You get the recording and the scorecard template. Prepare nothing — bring honest answers about how your own four systems run today.
The recording goes to everyone. But the scoring only works in the room — you score your four pillars while I walk through each one, and the thirty minutes of questions is half of what you paid for. If you cannot be there live, take the next cohort instead.
Founders and ops leads of 5 to 50 person companies, running the same four systems you are. The room is capped so the questions stay useful — a room of five hundred is a broadcast, not a workshop.
Wednesday 23 September · 11:00 AM MST · 90 minutes · $99
Refunded at minute 90, blueprint kept, ninety minutes spent. Registration closes Friday 18 September.
A scored audit and a 30-day blueprint you'd have paid a consultant for.