Coaching services
Team, HR And Hiring Coaching
You have hired people who looked right and did not work out, and you could never quite say what went wrong. Usually it went wrong before the interview, in a role nobody had written down properly. A clearly written role is the cheapest fix on this page, and almost nobody does it first.
- From the role to the exit
- Staffing session from $125
- Capped at twenty agencies
- Live session, 3:30 to 5:00 PM Pakistan time
- FridayLive session, 3:30 to 5:00 PM Pakistan time
- Coaching with a subject matter expert, booked when you need it
- One to oneCoaching with a subject matter expert, booked when you need it
- A month, on a yearly commitment
- $750A month, on a yearly commitment
- Every stage of a hire, in order
- Role to exitEvery stage of a hire, in order
Overview
What Agency Team, HR And Hiring Coaching Covers
Team, HR and hiring coaching is the part of the programme that turns an agency built around one good operator into a business other people can run. The areas under this track follow a person from start to finish. They cover the time before the job exists, choosing the person, their first month, the work week to week, and keeping them or parting well. One more stage sits alongside all of it: the capacity you can buy without putting it on your payroll.
The order matters more here than in any other track, because most hiring failures are decided before anybody is interviewed. A role nobody has defined cannot be filled well, however good the candidate is. A person hired on instinct will also be managed on instinct for as long as they stay. So the index below runs in time order, not by topic.
The track is taught by people who run teams themselves. Staffing in particular is a practice our trainers built inside their own companies, not material they researched. The year closes with an overall performance review that every trainer and every member takes part in.
Most bad hires were decided before anybody was interviewed.
The problems
The Problems It Solves In A Digital Agency
A few faults cause most of what goes wrong with an agency team. None of them starts where it shows up, so fixing them only where it hurts rarely lasts.
You are quietly angry at your team and cannot say exactly why.
Expectations stop getting hurt, because who decides what is written down, not assumed.
Created at
Before the job exists
A new hire ends up costing more than they produce.
The first month is designed, so a good hire becomes useful instead of becoming a cost.
Created at
The first month
Good people leave, and you find out why at the exit interview.
People have a reason to stay that is not loyalty, and you see it coming while you can still act.
Created at
The work, week to week
You are still the best operator in the building, so everything waits for you.
A layer grows between you and the work, and you lead the business instead of working inside it.
Created at
Keeping them, and parting well
Each fault starts somewhere in the list below, set out in the order a person meets it.
The full index
Sub Areas We Coach (Full Index)
Here is every area, in the order a person meets them. Find the stage where your agency keeps losing people and start there, not at the beginning.
Every area below is coached live inside the mastermind.
Before the job exists
A role nobody has written down cannot be filled well, however good the candidate turns out to be.
Roles Allocation And Accountability
One owner per outcome, and the accountability chart that ends overlap.
Job Levels And Skills Matrix
Levels, competencies and pay bands so promotion stops being a negotiation.
Compensation And Partner Structures
Salary bands, bonuses, profit share and partner compensation that survives growth.
Finding the right person
The interview is the last chance to catch a mistake, not the place most mistakes are made.
Agency Hiring Process
Job scoping, sourcing, structured interviews and paid trials that predict performance.
Recruitment Resources And Guides
Job descriptions, scorecards, interview kits and offer templates ready to use.
Culture Index And Team Assessments
Using assessments to place people correctly instead of hiring on gut feel.
The first month
Whether a hire becomes productive or expensive is decided in the first weeks, and rarely by the hire.
Employee Onboarding
The first 30 days that decide whether a hire becomes productive or expensive.
Skills And Cultural Training
Client facing communication, cultural context and professionalism training for offshore teams.
Internal Training Academy
Building an in house academy so you can hire juniors and grow them fast.
The work, week to week
This is what the job feels like once the first weeks are over, and it is what people decide to stay or leave on.
KPI Management And Role Metrics
Two or three numbers per role, measured weekly, visible to everyone.
Agency Performance Reviews
Quarterly reviews, 360 feedback and documented improvement plans.
Rewards And Penalties System
Incentives, recognition and consequences applied consistently enough to matter.
Team Communication Coaching
Meeting hygiene, written comms standards and conflict handling.
Remote And Hybrid Team Management
Running a distributed team across Pakistan, the US and Europe without losing accountability.
Keeping them, and parting well
Your best people usually leave for a reason you could have seen. Sometimes letting someone go is still the right answer.
Employee Retention For Agencies
Why your best people leave in month 14, and the interventions that work.
Agency Leadership Development
Building the layer between you and delivery: team leads, managers and integrators.
Hiring An Integrator Or COO
When to hire one, what to hand over and how to tell if it worked.
Managing Exits And Terminations
Doing it legally, cleanly and without damaging the team or the client.
Capacity that is not on your payroll
Most agency owners have never been shown this option, and this programme was built around it.
Staff Augmentation For Agencies
Selling and delivering augmented resources, profile building, screening and interview prep.
Offshore Team Setup
Standing up a Lahore or Karachi delivery team for an international agency.
Here is how you get the coaching.
Delivery
How Coaching Is Delivered: Mastermind vs Bootcamp
You can get this coaching in two ways. The mastermind runs the whole track across the year. The bootcamp is a separate, shorter course, and one of its sessions covers staff augmentation.
The bootcamp session
Staff Augmentation Methods
Three hours live, in person in Lahore and online at the same time. It covers selling and delivering augmented resources, screening, and the setup that turns it into a business, not a string of one-off placements.
From $125 a session
A separate, shorter course from the mastermind
Umair Amjad
Business Development Consultant, founder of Kreative Bugs
One of the experienced trainers on the programme. Staffing is the practice he built inside his own company, not material he researched.
The mastermind
The whole track, across the year
There is a live session every Friday, 3:30 to 5:00 PM Pakistan time, and one to one coaching with a subject matter expert, booked when you need it. Around them sit the monthly roundtable, a retreat every three months and daily access on Basecamp, the members’ online workspace. Staffing, retention, job levels and the performance review are on the roadmap. The other areas come up in your coaching as your agency needs them.
A yearly commitment: $750 a month, or $7,999 a year
Capped at twenty agencies
The roadmap
Where This Sits In The 52 Week Roadmap
The team topics on the mastermind roadmap run from staffing in the second quarter to the review that closes the year.
Q2Sales engine
- Selling your resource: staffing
- Staffing follow up
Q3Systems
- Employee retention
- Systems, skills and cultural training setup, and job levels
Q4Scale and exit
- Overall performance review: all trainers and members
The overall performance review closes the fourth quarter. Every trainer on the programme sits in on it, and your own people are assessed alongside everyone else in the cohort.
Each topic carries a deliverable you finish before the next session. The other areas in the index are worked through on Basecamp and at the monthly roundtable, when they come up in your agency, not on a set date.
The book
Book Chapters That Back This
The mastermind year is built on 7-Figure Agency Mindset A-Z, by Hamid Mahmood. These parts of the book back the team and hiring work.
Effective Systems
Your Expectations Get Hurt When There Is No Hierarchy
Roles become explicit, so expectations stop getting hurt.
Effective Systems
System Of Rewards And Penalties
People have a reason to stay that is not loyalty.
Legacy Leadership
Right Leadership Mindset In An Agency
You lead the business instead of working inside it.
Legacy Leadership
Employee Retention
The team becomes an asset, and people stop leaving as fast as you hire them.
Who it fits
Who This Is For: Agency Owners, Freelancers, C Level
This coaching is for digital marketing and software development agencies. The people who read a hiring page are running or building one, and each of them is trying to solve a different problem.
Agency owners
Why has this stopped growing, and is it me?
You have a team and the business still runs through you, so every new hire adds work before it removes any. Usually nothing was defined while you were busy growing. The fix starts before the next job advert, not after it.
Freelancers
How do I turn skill into a business?
You deliver everything yourself and the ceiling is your own hours. The first move is not a full time hire with a salary you are not sure you can cover. It is the capacity you can buy without payroll. That is the last stage of the index, and most people only try it last.
C level and senior professionals
What do I not know that I do not know?
You have managed teams inside a larger company where HR, levels and review cycles already existed. Here you are building all three from nothing, with a team too small for the versions you are used to. The useful skill is knowing what to leave out.
Here is what members said after doing the work.
Proof
Results Our Members Report
The first reviews are from members writing about their teams and the staffing work. The rest of our reviews follow, published under the reviewers’ own names and reproduced exactly as written.
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FAQs
FAQs
We are a small team. Do we need any of this yet?
Yes, but start with the cheapest parts, which also pay back earliest: defining a role properly before you advertise it, and designing the first month. Both take an afternoon at six people and a quarter at thirty. The review cycles, levels and pay bands can wait until there is somebody to apply them to.
Do I have to join the mastermind to get this?
Not for staff augmentation. The bootcamp is a separate, shorter course, and its staff augmentation session can be bought on its own from $125. The rest of the track runs inside the mastermind year, because hiring questions come up when they come up, not on a set day.
Who actually teaches the team and hiring topics?
The mastermind is taught by experienced trainers including Hamid Mahmood, Asim Naeem and Umair Amjad. You book one to one coaching with a subject matter expert when you need it. A hiring or staffing question goes to someone who has dealt with it in their own company. Every trainer takes part in the overall performance review at the end of the year.
What is staff augmentation doing in a hiring track?
Staff augmentation is a way of adding capacity, and capacity is what most agency owners really want when they start hiring. That is why it sits at the last stage of the index. Once you know what the role is, employing somebody is one answer to it, not the only one.
Can you find candidates for us?
No. The coaching covers scoping, sourcing, structured interviews and paid trials, so you can run the process yourself every time you hire. That is worth more than one filled seat. If you want the capacity without the payroll, the staff augmentation work covers that.
We hire people and they leave within a year. Where do we start?
Start with the work week to week, not with retention, even though retention is where it hurts. People who leave at month fourteen were usually lost there. That stage covers numbers per role, reviews and how recognition gets given. Retention work done on top of it lasts, and done on its own it rarely does.
Our team is remote across Pakistan, the US and Europe. Is that covered?
Yes, and a remote team is treated as normal, not as a special case. Remote and hybrid management is its own area. Cultural and communication training for client facing offshore teams is another. The offshore team setup work covers standing up a Lahore or Karachi team for an international agency.
Does the coaching cover letting people go?
Yes, it has its own area in the index. Managing exits and terminations covers doing it legally and cleanly, without damaging the team or the client relationship. Owners often get this wrong because they have only ever done it under pressure.
Next step
Join The Yearly Mastermind
Your team decides how big your agency can grow. Tell us who you last hired and how it went, and we will tell you which stage to start at.
Twenty agencies per cohort at most, and that cap is the only scarcity we use.