Built a repeatable hiring and onboarding system for the PM function — from a self-built AI technical screening tool to a structured first two weeks — enabling the team to scale 3x without a single early departure.
Scaling the PM team from 4 to 12 meant hiring under pressure, without a system to guarantee quality or a fast ramp-up. Every hire before this was largely inconsistent — no structured technical assessment, no defined first-weeks plan.
Built the entire hiring and onboarding system from scratch, including the AI screening tool and the competency matrix behind it.
Personally conducted 50+ technical interviews and hired 10+ PMs over 1.5 years.
No structured way to assess a PM candidate's real technical fit for the role.
No consistent onboarding — new hires learned processes ad-hoc, at different speeds and depths.
High stakes for every hire — a team tripling in size couldn't afford early departures or slow ramp-up.
Designed and built, from scratch, a tool that analyzes the full interview conversation, scores the candidate against the job requirements, and generates structured feedback — replacing subjective gut-feel assessment with a consistent, repeatable scoring process.
A documented first-two-weeks map for every new PM, run the same way every time instead of depending on whoever happened to be mentoring.