Jan Schnorr Consulting

Team Planning, Recruiting, Coaching. Build the team you actually need to reach the next milestones

Team strategy and recruiting execution, owned end-to-end, guided through a founder’s lens.

Milestone-aligned team planning
Granular role specification and skill mapping
Seamless recruiting process, no disconnects
Offer, onboarding and early ramp support

Providing what you need to scale your team

Team Strategy and Planning

Design your team around key milestones with clear commercial and technical roles and a concrete hiring roadmap

All-in-One Recruiting

One owner from role planning to sourcing, interviewing, offer and onboarding, integrating smoothly with founders and any existing recruiters

Advisory & Team Coaching

Founder-focused guidance on hiring decisions, promotions, and navigating bumps in the road as your company scales

Founder-designed Recruiting for Startups

Startups are a unique environment: We have to hire quickly, but hiring mistakes have a very big impact in a small team.

I accompany the process end-to-end to ensure speed and high quality, prevent hand-off disconnects, lost context, and duplicated work.
We clarify together why a role exists, what “great” looks like, and how it supports your next funding or commercial milestone before any job post goes live.

Role Alignment & Preparation

Before any search begins, ensure absolute clarity on what “great” looks like.
I align with leadership on team needs, define the role in detail (mission, outcomes, skills, logistics), and set a precise candidate profile. I then craft the job posting and prepare the evaluation criteria. This upfront rigor dramatically speeds up the process and prevents mis-hires.

Candidate Sourcing & Initial Evaluation

Identify strong potential fits and narrow the pool efficiently.
We screen ~100+ resumes down to a high-quality shortlist by evaluating key technical requirements and character traits. A structured phone screen follows to assess motivation, self-awareness, strengths, growth potential, and logistical fit. The goal is a small set of strong candidates worth deeper investment.

Deep-Dive Assessment & Mutual Fit

Understand candidates holistically—professionally, technically, and personally.
Through in-depth interviews, role-specific technical conversations, optional on-site visits, and reference prep calls, we uncover each candidate’s real journey and capabilities. I focus on genuine communication, high signal-to-noise questioning, and ensuring the process remains fast, respectful, and aligned.

References & Decision-Making

Validate fit and reduce hiring risk through structured insight gathering.
I run 3+ reference calls to confirm strengths, identify development areas, and understand how to support the candidate post-hire. Debriefs consolidate interviewer input, ensuring decisions are based on complete, consistent, and sufficiently unbiased information—not impressions or isolated conversations.

Offer & Successful Start

Set the foundation for long-term success.
We craft and communicate the offer, I support negotiation, and ensure a smooth pre-start experience. After acceptance, I support early onboarding and check-ins, ensuring the new team member integrates effectively and quickly contributes to company goals.

What makes this different

Founder's perspective from CTO & CEO experience

Strategy and recruiting execution in one workflow

No big handovers or context loss between players

Granular skill mapping instead of fuzzy job postings

Stronger onboarding and faster ramp for new hires

Founder-approved results

Mia Biye

Creative Designer

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Jhonny Walker

Facility Manager

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Lisa Ann

Business Owner

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From CTO/CEO to Helping You Build Your Team

I’m a technical founder and former CTO & CEO who now works alongside early-stage teams to design smarter organizations and run recruiting processes that don’t fall apart at the seams.

After leaving my own startup, I’ve spent more than six years helping deep-tech and hardware companies hire across both technical and commercial roles. Startups don’t need bigger recruiting. They need clearer roles, better sequencing, and seamless execution.

Let's scale your team together

Prefer founder-to-founder conversations?

Many clients start with a short call to sanity-check their hiring plan, then we decide together if a full engagement makes sense