Capabilities directory
Find your team’s next superpower.
- Function: Procurement and suppliers
- Function: Quality management
- Function: Recruiting and hiring
- Business situation: Growth & scaling
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29 capabilities, showing 1 to 24
Business insurance renewal review
Before the business insurance renews, the owner gets one pack: every policy with insurer, limits, deductibles, premium and dates; renewal terms beside expiring ones, every change marked; what changed in the business; claims; and questions for the broker. The broker and the owner decide all cover.
Candidate outreach drafting
For each person a recruiter or founder has already chosen to approach about an approved role: a first message and two follow-ups, each personal line traced to a public work source the recruiter supplied, do-not-contact names and opt-outs honoured, and a reply log. The recruiter sends every message.
Carrier performance review
The shipping lead gets a lane-by-lane comparison of carriers from the delivery export and the freight charges: on-time delivery, damage, tracking gaps and cost, each with the shipments behind it. A person decides whether to raise issues or change carrier.
Category sourcing plan
For the buyer or operations lead who owns one spend category, such as packaging or IT hardware: its spend and suppliers on one page, where it sits on a supply-risk and spend matrix, the value levers the evidence supports, and a dated sourcing plan. A person chooses the approach.
Contractor safety prequalification
For a named job, the operations, facilities or site manager gets a safety questionnaire scaled to the risk of the work, then a record of the contractor's answers scored only on the evidence supplied, with every gap, the conditions that close it and a review date. A competent person decides.
Cost of poor quality worksheet
An owner or operations lead who senses that rework, scrap and returns are costly gets one worksheet: the failure costs already on record, sorted by category, with estimates, gaps and unresolved allocations listed. The owner decides what to fix first.
Dental lab case tracker
The office coordinator keeps one tracker of every case at an outside dental lab: when it went, the lab's due date against the patient's seating, which cases are overdue or due back too late, each remake with its stated reason, and each lab's on-time record for the quarter. A person calls every lab.
Employee onboarding plan
Every new colleague starts with a first week and a first 90 days planned to the standard of your best manager: what to read, who to meet, what to practice and what productive means at day 30, 60 and 90.
Hiring pipeline status report
Each week your people lead or founder sees every open role on one page: applications at each stage, days open against the target, roles running late, pass-through between stages, which sources lead to interviews, and every blocker with its owner. It counts; it never assesses a candidate.
Interview plan and scorecard
Before the first interview, the hiring manager and every interviewer share one plan: the criteria the role needs, the same questions in the same order for every candidate, and a blank scorecard each person fills in alone. It rates no one. People make every decision about a candidate.
Interview process review after a hiring round
After a hiring round closes, the recruiting lead gets a review of the interview process: questions that gave no usable evidence, competencies nobody covered, inconsistent rubric use, and revisions to approve before the next search. It reviews the process only; no candidate is assessed.
Interview scheduling and candidate confirmation
For candidates your team has already chosen to interview, the recruiting coordinator gets one scheduling sheet that lines up each candidate's offered times, in their own time zone, with the interviewers' free time, plus a ready confirmation or availability request for each. A person sends every message and invitation.
Job description
A hiring manager’s rough notes become a job description the right people want to answer: why the role exists, the work itself, and only the must-haves that are real. Your approved pay and employer wording go in untouched, and nothing is posted until the hiring manager and the people lead approve it.
Job posting and sourcing plan
For one approved role, the hiring manager gets a plan for where to post and where to look: every channel on the company's own list ordered by the signal it should give for that kind of role, a week-by-week schedule inside the budget, and what to count on each channel. Nothing is posted or paid until a person approves.
Order size comparison
When a supplier offers a bigger discounted order, the inventory planner gets each quantity costed the same way: yearly cost, cash tied up, months of cover and storage fit. The planner chooses the quantity; nothing is ordered.
Outgoing work sign-off log
Every item that needs a responsible attorney's sign-off before it leaves the firm sits in one log, in the order it has to go out: waiting, approved or returned, with the attorney's own note. Anything close to its date with no decision is flagged first. The log tracks status and never touches the legal substance.
Process map and bottleneck review
Map one process step by step: who does each step, how long work waits and how long it takes, where it is handed over and where it gets sent back. Then find the one step that caps how much gets finished, and what to try there first. The owner decides what changes.
Quality management review pack
Before the periodic quality review, the quality lead gets one brief for senior leaders: where each measure stands, complaints and defects, audit findings, action status, and the decisions still open. The leaders decide; the brief claims no compliance with any standard.
Reference check question plan
After the interviews, the recruiter gets short reference calls aimed only at what the panel still could not establish, put to the referees the candidate named and agreed to, with a note sheet for each call that keeps the referee's own words. It gives no view on the candidate.
Software subscription and vendor spend review
From a card statement or ledger export, the finance or operations lead gets every subscription on one register: what each costs a year, who owns it, what renews in the next 90 days, what looks unused, duplicated or orphaned, and the decisions to make. Nothing is cancelled or changed.
SOP exception capture
Turn what your most experienced person does with the awkward cases into an exception register for one procedure. Once the owner approves it, every colleague handles those cases the way your best person does.
Supplier delivery date check
The purchasing or operations person gets one comparison from the open purchase orders and the supplier replies: promised and revised dates side by side, the orders each change puts at risk, and the follow-ups still unanswered. No supplier is contacted.
Supplier issue notice
When a supplier bills for more than was ordered or received, or falls short of an agreed delivery or quality target, the buyer gets a formal notice ready for approval: each problem set against the record, the evidence listed, what the supplier must do and the date to reply by. A person approves and sends it.
Supplier performance scorecard
Once a quarter, the buyer or operations lead scores each key supplier from the business's own order and receiving exports: on-time delivery, fill rate, defects and returns, price against agreed terms and order confirmations, with the trend, the evidence behind every score and the points to raise. A person decides.