Category
ATS
Records the process after it has been defined.
Built for founders making consequential hires
What if the role you're hiring for isn't the role your company actually needs?
Early-stage hiring is too important to run on instinct, scattered notes, and a job description borrowed from another company.
tvlent-one helps you work out who you really need, build the right search, and make a decision you can defend.
Your Head of Talent—from first question to final shortlist.
Early access and meaningful product updates only. No inbox clutter.
role-calibration-v2
🎯/first-head-of-salesOpen
Confidence: Med·1 of 2 premises evidence-backedAdvance to sourcing
↻
🔒 Locked premiseBusiness outcome
Close first six enterprise design partners in H1 — sourced from founder interview 07/12 and confirmed against pipeline notes.
✓ Founder call · 07/12✓ Pipeline v3
◇ Assumed — needs evidenceCompensation band
Assumed $180–210k base + 0.6–1.2% equity based on comparable seed-stage sales leaders. Not yet confirmed with founder.
! Needs founder sign-off
Locked the founder's business outcome and rewrote the definition of success so it can be evaluated against real candidates.
▸Agent updateSecond-opinion pass confirms the framing doesn't over-index on revenue at the expense of design-partner fit.
Ready to promote RoleBrief.md to v4 and hand off to sourcing whenever you confirm the comp band.
What should we look at next?⌘L to focus
Second opinion Link workflow ⌘I
📎🧠↑
Try it — click a workflow on the left, toggle a premise, or open an artifact.interactive demo · not connected to a backend
Workspace
First Head of Sales
Role Calibration · confidence med
Locked premise
Business outcome — Close first six enterprise design partners in H1 — sourced from founder interview 07/12 and confirmed against pipeline notes.
Next move
Advance to sourcing
Ready to promote RoleBrief.md to v4 and hand off to sourcing whenever you confirm the comp band.
The cost of starting wrong
The wrong hire often starts with the wrong brief.
When a company is growing quickly, hiring begins with urgency:
01We need our first sales leader.
02We need someone more senior.
03We need to hire yesterday.
But the hardest question isn't where to find candidates. It's whether you're solving the right problem in the first place. Get that wrong and everything downstream suffers: the role, the search, the interviews, and ultimately the hire.
tvlent-one helps you get clear before you commit.
A better starting point
Start with the decision. Then build the search.
tvlent-one guides you through the work a great Head of Talent would do.
- 01
Challenge the assumptions
Question the thinking behind the hire before it becomes an expensive search.
- 02
Define success
Turn the business need into clear outcomes, must-haves, and warning signs.
- 03
Build the search
Create a focused candidate thesis, target market, and outreach strategy.
- 04
Capture the evidence
Keep candidate insights and market feedback connected to the original brief.
- 05
Adapt with confidence
When the search is not working, identify what needs to change and why.
- 06
Hire with conviction
Make the final decision with a clear record of why this person, and why now.
You'll always know what to do next—and why.
One connected workflow
From hiring question to confident decision.
- Step 01
Get clear on who you need
Work through the business problem, the outcomes this person must own, and the assumptions worth challenging.
- Step 02
Build a search with intent
Define the candidate profile, target market, evaluation criteria, and outreach strategy before the search drifts.
- Step 03
Learn as you go
Capture candidate evidence and market feedback in one place. If the search isn't working, tvlent-one helps you find the part that needs to change.
- Step 04
Choose with confidence
Review a structured shortlist built around evidence—not memory, momentum, or whoever interviewed best.
Why tvlent-one
Hiring software usually starts too late.
Category
Sourcing tool
Finds profiles based on the search you give it.
Category
Generic AI chatbot
Answers the question you ask.
tvlent-one
Helps you decide whether you're asking the right question—then guides the search from start to finish.
It isn't another place to store candidates.
It's a better way to think, search, and decide.
The feedback loop
A search that gets smarter as you learn.
Most hiring processes only move forward, even when the evidence says an earlier assumption was wrong.
tvlent-one helps you find the source of the problem, revise the plan, and move forward with greater confidence.
Workflow · learning loops
- 01Hiring need
- 02Role definition
- 03Search strategy
- 04Outreach
- 05Candidate evidence
- 06Shortlist
Return paths
- Weak candidate fitrevisit role definition
- Low response raterevisit outreach
- Wrong candidate marketrevisit search strategy
Pressure-test the decision
Important hire? Get a second opinion.
When the decision carries real weight, get a fresh perspective on the assumptions behind your search.
Not another echo of the same conversation—a genuinely independent read before you commit.
Second opinion
Independent reviewYour success outcomes are clear, but the current brief combines two different stages of sales leadership.
Consider whether the next 12 months require a hands-on builder or a team-scaling executive. Optimising for both may weaken the search.
Suggested next step
Clarify the stage mandate
Built for lean teams
Small teams. Big hires.
Founders
For founders whose next hire could change the trajectory of the company.
Hiring teams
For hiring managers who know the role matters but don't have a recruiting machine behind them.
Talent partners
For chiefs of staff and fractional talent leaders turning urgency into a process the team can trust.
No enterprise recruiting function required.
Before you start another search, make sure it's the right one.
Join the tvlent-one waitlist and be among the first to build your next hire with the clarity and discipline of a great Head of Talent.
Early product access and meaningful updates only.