From Job Post to Day One: A Hiring System for Series B and C Speed & Quality

​When it comes to hiring, companies always want to move fast. But it can break things. Ownership gets fuzzy. Two managers run two distinct interview processes. Nobody agrees on who's allowed to say yes to an offer.

​The fix is building a system, from employer brand to day one, that holds up no matter how fast you're hiring.

​Join Manifest Law’s Principal Immigration Attorney Nicole Gunara for a live conversation with Harry Uffindell, Manifest Law’s new Chief People Officer, who most recently built and scaled the people function at Partly, growing the team from five people in Christchurch to 150+ globally across Seed, Series A, and a Series B led by DST Global.

​You'll learn:

• ​How to build employer brand and sourcing that attracts strong candidates

• ​How to scale your interview bench without losing consistency, from training new interviewers to balancing standardized frameworks with human judgment

• ​How to keep the talent bar high without slowing hiring down, using a two-pass process that tests skill and culture fit separately

• ​What "day one" should actually include, and why onboarding is key to a hire's success

• ​What to do when a visa-sponsorship timeline collides with a hiring deadline, and where that decision creates workforce-visibility risk

​This is Part 1 of a two-part series with Harry. Part 2, From Overseas to Onshore: Building Your First U.S. Team, looks at what changes when you're building a team as a company expanding into America from abroad.