Your company.
Her next job.

VIHow hiring works

Meet her before you hire her.

The founding rate is one number, and we quote it on the call because we take on two companies at a time.

— Sabina

So there is no rate on this site, and the reason is capacity, not coyness. It is one number, not a negotiation, and it is said on the formal job-description call, in writing, before you decide. The earlier self-serve interview gives both sides concrete evidence before that call.

1. I

   Readiness assessment

   Public · self-serve · under five minutes

   Nine questions, with your full result shown before you give contact details. Submit once and the same answers and stored scores prepare Sabina for your interview; there is no second application.

   See if your company is ready. →
2. II

   The interview

   About thirty minutes · text or live browser voice

   You lead for about fifteen minutes. Sabina then investigates the business, proposes the responsibilities she can support, explains the access and approvals each would require, and asks for the job. Each work example runs against fictional sandbox records.

3. III

   Founder review

   Human review · after the interview

   We review the evaluation, transcript, demonstrated work, unresolved questions and the job Sabina proposed. The conversation is evidence for a decision; it does not create a commercial offer or production authority.

4. IV

   The formal job description

   With you · access and authority defined

   Together we settle the real seat: responsibilities, systems, employee access, success measures, and the decisions that remain with you. Price and terms are disclosed here before you decide.

5. V

   The offer

   In writing · decision date named in advance

   The founding seat, its terms, what participation obligates on both sides, and the date by which you decide — set before you start deciding, so nobody is chased and nobody is rushed.

What you hand over before the offer, and what becomes of it

The first interview uses your evaluation and fictional work records. If you continue, the formal job-description stage can include your own business material before you have signed. A careful employer asks who holds that, where it sits, and what happens to it if either side stops. The answer, stage by stage, with nothing added that is not true today:

• What is collected

  At the first stage, nothing is sent while you answer. Your full result appears on screen; your answers and contact details are sent only when you request an interview. The self-serve interview adds its transcript, corrections, sandbox receipts, unresolved questions and proposed job. At founder review, nothing new unless you provide it. At the formal job-description stage, what you choose to supply about the real seat: responsibilities, rules, systems, access and supervision.

• Who holds it

  Dominus Foundry LLC, the company named at the foot of this page. The assessment stays on this site, and the company receiving your answers is the same one. It is used for two things only: deciding, with you, whether to make the offer, and preparing her for your interview. It is not shown to another company, and it is not used to train a general model sold to anyone else.

• If we decline, or you walk

  It is put to no further use. If you want it gone, ask in writing and it is deleted, and we tell you in writing when that is done. We have not published a retention period or a deletion timetable, because we have not set one we could stand behind; the binding terms for anything you hand over after the offer are in the agreement, and until then the honest answer is the one above and no more.

VIIWho has signed

Who has signed.

The work behind this hire was not imagined in the abstract. It was built for the desk of a commercial roofing contractor — the calls, the quotes, the chasing, the record — because that is where front-office work is hardest to fake and easiest to prove wrong.

None of that work is trade-specific. A property-management office, a clinic, a practice runs the identical pattern: someone answers, someone follows up, someone writes down what was promised and to whom. The seat is the same seat; only the vocabulary on the wall changes. That is the claim. The count below is the census, not the proof.

Ten founding seats exist. One is signed and two more are spoken for. Seven remain unclaimed. This count is updated the day it changes, not before.

VIIIFounding partners

An exchange, not a discount.

Ten seats exist. One is signed and two more are spoken for. They are not a promotion: no percentage, no countdown, nothing marked down. A founding seat is an exchange, and both halves of it are stated in the offer, in writing, before you decide.

What is printed here is the shape of that exchange and nothing more. The terms are written by the person who built her, and until they are in an offer with your company’s name on it they are not on this site — not paraphrased, not previewed. The offer is the binding text.

• What a founding partner gives

  A working seat — she is given a live desk with written authority, not a pilot in a corner — and an honest account of how she does in it. What that obligates, exactly, is a term of the offer.

• What a founding partner holds

  The founding rate, for as long as you hold the seat. It is disclosed at the fourth stage, in the same call as the terms. Anything held beyond that is in the offer, not here.

For scale, and not as her priceThe number a founding partner is not given on this page is hers. The one they may find useful is the other side of the comparison: a capable person in this seat, fully loaded, runs near $5,500 a month — $32.50 an hour at the desk — before recruiting, training, and the month you lose when they leave.Source · U.S. Bureau of Labor Statistics, Employer Costs for Employee Compensation, office and administrative support, wages plus benefits, converted to a monthly figure of $5,474; rounded to $5,500 on this site.