Services
KovaCo. engagements typically begin with an Audit or a Build. Both are designed to leave the company with something durable: a clear plan, a working system, and a team that knows how to use it. The goal is not to create a more polished hiring process. The goal is to help the company make consistently better hiring decisions as complexity increases.
01
A structured review of how your company hires today — before growth exposes what is missing.
A two-to-three-week look at every part of how a company currently hires — what's working, what's broken, what's missing, and what to do about it. Most companies reach for hiring help after a painful miss, scaling pressure, or the realization that founder-led hiring is no longer sustainable. The Audit is designed to surface the pressure points before they compound.
It is delivered as a written assessment plus a working session with the founder and key stakeholders.
Who it's for
Founders who know their hiring isn't where it needs to be but aren't sure where to start. Companies about to scale who want a sober look at whether their current practices will hold up.
What's included
02
The hiring infrastructure companies usually wait too long to build.
Build engagements are project-based. Each one designs and stands up a specific piece of the hiring capability your company will eventually depend on: interview systems, hiring infrastructure, employer positioning, and decision frameworks your team can run long after the engagement ends.
Engagements run six to twelve weeks, with fixed scope and fixed fees. Modules can be stacked over time as the company grows.
Who it's for: Companies hiring their first ten to one hundred people. Founders or people leaders who want their hiring practice to be a real capability, not a constant fire drill.
Build modules
Interview frameworks, scorecards, structured process, hiring manager training. The default starting point for companies hiring their first ten to twenty-five people.
Careers page, company narrative, candidate-facing content, and the story your company actually tells in the market. This is the work that makes great people want to write back.
Designing the system for fairness and accessibility from the ground up: bias audits, inclusive job descriptions, accessible interview practices, and candidate experience for neurodivergent applicants.
Signature moduleHow the company runs senior and executive searches in-house — search committee design, compensation benchmarking, interview structure, and decision frameworks the team can run again next time without us.
Also available
Ongoing strategic support for founders and people leaders navigating growth, organizational change, and high-stakes hiring decisions. Monthly strategy session, async support, quarterly deep-dives. Typically begins after an Audit or Build engagement. Available by retainer.
Also available
Senior and specialized searches, executed end-to-end with the rigor of in-house executive recruitment. Available as part of a broader engagement or as a strategic standalone.
Both are by inquiry. The best way to start the conversation is an intro call.
If growth is exposing the gaps in how you hire, start here.
Book an intro call →