7 templates that replace founder instinct with a system. Built from 15,000+ conversations with founders exactly like you.
⚡ Instant download after payment
Not a course. Not a framework you need to adapt. Templates you open, fill in, and use on Monday.
Define what you actually need from a role before you hire. Stops the cycle of hiring someone smart who still doesn't do what you need.
HiringGive your team a framework to make decisions without looping you in. Reduces founder dependency on decisions below your threshold.
DelegationLink every role to three to five measurable results. Ends the ambiguity that lets people work hard in the wrong direction for months.
PerformanceWeek-by-week structure so new hires know what good looks like. The difference between a person who ramps in 60 days and one who never really does.
OnboardingA 20-minute structure that surfaces blockers, tracks progress on KRAs, and replaces the status updates that eat your calendar.
RhythmWhat to say, in what order, when performance is not where it needs to be. Removes the dread and the vagueness from the hardest part of managing.
FeedbackThe conversation most founders skip or do badly. Gets you the actual reason someone left so you can fix the thing before it happens again.
RetentionIf any of these sound like the last six months, this is for you.
"I have hired three people this year and feel like none of them are quite working."
The hires were reasonable. The CVs looked fine. But something is off and you cannot put your finger on it. The Outcome Brief would have made the gap visible before day one.
"I gave fair hikes at appraisals. My best person resigned two weeks later."
The money was not the point. They wanted a conversation about the future that never happened. The Performance Conversation Script exists precisely for this gap.
"Every decision still flows through me. I have a team but I am still doing this alone."
This is a system problem, not a people problem. The Decision Matrix gives your team a boundary they can work within, and it gives you your time back.
He ran a 22-person product company. Both exits came after appraisals he thought had gone well. Hikes were in line with market. He had told them they were doing good work. He could not understand why they left.
What was actually happening: neither person knew where they stood relative to what the company needed next. They had no sense of their growth trajectory. The appraisal conversation confirmed compensation but communicated nothing about the future. So both of them started looking.
If the role had been defined as an outcome, not a task list, both conversations would have had a different shape. "Here is what you have delivered. Here is what this role needs to look like in the next 12 months. Here is where you fit in that." That is a retention conversation. Most founders never have it because they have no structure to anchor it to.
The exit interview, run properly, confirmed both things: neither person felt they had a clear picture of where they were going. The information was available. The conversation just never happened.
This is not a guess. These are conservative numbers from HR research on replacement costs for mid-level roles in Indian startups.
This pays for itself the first time you avoid a bad exit. One cleaner onboarding. One performance conversation that keeps someone. That is the return on ₹499.
"I already have HR processes. I don't need another set of templates."
Most founders with 10 to 50 people have the tools, not the system. Templates that live in a folder are not a process. These are built to be used in the actual conversations you are already having every week — not to replace what you have, but to fill the gaps where things keep breaking.
"My team is not the problem. The market is difficult right now."
Possibly true. But market difficulty does not explain why decisions still route through you, why your best hire resigned after a good appraisal, or why the person you brought in six months ago still doesn't quite know what they are supposed to deliver. Those are system problems.
"₹499 is fine but I don't have time to implement this right now."
Every template in this kit is designed for a conversation you are already having. The Outcome Brief takes 45 minutes the first time. The Weekly Check-in is 20 minutes. There is no implementation project. You open the template when the conversation is coming up and you use it.
"I can build these myself. How different can they be?"
You can. But you will not. You have been meaning to set up a proper onboarding checklist for the last three hires. The value here is not the intellectual content, it is that the work is already done. Open it, put your company name on it, use it tomorrow.
7 templates. Built for founders running 10 to 50 person teams in Delhi NCR. Ready to use this week.
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