SkyMirror Strategic Hiring & Team Development Playbook
Executive Summary
This playbook establishes SkyMirror's approach to strategic hiring, team development, and organizational culture. It covers the complete employee lifecycle from hiring to development to retention across all business units: Software Solutions, AI Applications (CheckMet, Traquiva), and SkyMirror Academy.
Part 1: Strategic Workforce Planning
1.1 Hiring Priority Matrix by Growth Stage
Current Stage: Seed/Early Growth (0-25 employees)
| Priority | Role | Timing | Rationale |
|---|
| CRITICAL | Senior Full-Stack Developer | Q1 2025 | Core product development |
| CRITICAL | Sales Development Rep (SDR) | Q1 2025 | Pipeline generation |
| CRITICAL | Customer Success Manager | Q1 2025 | Pilot customer retention |
| HIGH | AI/ML Engineer | Q1 2025 | CheckMet & Traquiva AI improvement |
| HIGH | Product Manager | Q2 2025 | Roadmap execution |
| HIGH | Account Executive | Q2 2025 | Enterprise sales |
| MEDIUM | DevOps Engineer | Q2 2025 | Infrastructure scaling |
| MEDIUM | Marketing Manager | Q2 2025 | Brand building |
| MEDIUM | Finance Manager | Q3 2025 | Financial operations |
Next Stage: Series A (25-50 employees)
| Priority | Role | Timing | Rationale |
|---|
| CRITICAL | VP of Sales | Post-Series A | Sales team leadership |
| CRITICAL | VP of Engineering | Post-Series A | Technical leadership |
| HIGH | Head of People | Post-Series A | HR infrastructure |
| HIGH | Data Engineer | Post-Series A | Analytics capability |
| MEDIUM | Legal Counsel | Post-Series A | Compliance |
1.2 Headcount Plan
| Function | Current | Q2 2025 | Q4 2025 | Q2 2026 |
|---|
| R&D / Product | 5 | 8 | 10 | 14 |
| Sales & Marketing | 2 | 5 | 8 | 12 |
| Customer Success | 1 | 3 | 5 | 7 |
| Delivery / Solutions | 2 | 4 | 6 | 8 |
| G&A | 2 | 3 | 4 | 5 |
| Total | 12 | 23 | 33 | 46 |
Part 2: Role Definitions & Success Criteria
2.1 Role Template
## [Role Title]
### Role Overview
- **Department:** [Department]
- **Reports To:** [Manager Title]
- **Location:** [Location/Remote]
- **Employment Type:** [Full-time/Contract]
### Mission
[One sentence describing the role's core purpose]
### Key Responsibilities
1. [Responsibility 1]
2. [Responsibility 2]
3. [Responsibility 3]
4. [Responsibility 4]
5. [Responsibility 5]
### Success Criteria (First 12 Months)
#### 30 Days
- [ ] [Milestone 1]
- [ ] [Milestone 2]
#### 60 Days
- [ ] [Milestone 1]
- [ ] [Milestone 2]
#### 90 Days
- [ ] [Milestone 1]
- [ ] [Milestone 2]
#### 6 Months
- [ ] [Milestone 1]
- [ ] [Milestone 2]
#### 12 Months
- [ ] [Milestone 1]
- [ ] [Milestone 2]
### Required Qualifications
- [Qualification 1]
- [Qualification 2]
- [Qualification 3]
### Preferred Qualifications
- [Qualification 1]
- [Qualification 2]
### Compensation Range
- **Base Salary:** €XX,XXX - €XX,XXX
- **Equity:** X.XX% - X.XX%
- **Bonus Target:** XX%
2.2 Critical Role Definitions
Senior Full-Stack Developer
Mission: Build and maintain SkyMirror's core products with exceptional code quality and user experience.
Success Criteria:
| Timeframe | Criteria | Measurement |
|---|
| 30 Days | Complete onboarding, ship first feature | PR merged |
| 60 Days | Own a product area, mentor junior dev | Code reviews |
| 90 Days | Lead a major feature release | Feature shipped |
| 6 Months | Reduce technical debt by 20% | Debt metrics |
| 12 Months | Architect new product capability | Architecture doc |
Compensation: €55,000 - €75,000 + 0.1-0.3% equity
Account Executive
Mission: Close enterprise deals and build lasting customer relationships that drive revenue growth.
Success Criteria:
| Timeframe | Criteria | Measurement |
|---|
| 30 Days | Complete sales training, shadow 10 calls | Training completion |
| 60 Days | Build pipeline of €200K | CRM pipeline |
| 90 Days | Close first deal | Signed contract |
| 6 Months | Achieve €150K quota | Revenue closed |
| 12 Months | Achieve €400K annual quota | Revenue closed |
Compensation: €50,000 base + €50,000 OTE + 0.05-0.15% equity
Customer Success Manager
Mission: Ensure customers achieve their desired outcomes and become advocates for SkyMirror.
Success Criteria:
| Timeframe | Criteria | Measurement |
|---|
| 30 Days | Onboard to all customer accounts | Account access |
| 60 Days | Complete QBRs with all customers | QBR completion |
| 90 Days | Achieve NPS of 40+ | NPS score |
| 6 Months | Achieve 90% gross retention | Retention rate |
| 12 Months | Generate 3 customer referrals | Referral count |
Compensation: €40,000 - €55,000 + 0.05-0.1% equity
Part 3: Recruitment Process
3.1 Recruitment Funnel
Sourcing → Screening → Interview → Offer → Onboarding
↓ ↓ ↓ ↓ ↓
100 30 10 3 2
candidates screened interviewed offered hired
3.2 Recruitment Timeline
| Stage | Duration | Owner | Activities |
|---|
| Job Posting | Day 1 | Hiring Manager | Post on LinkedIn, job boards |
| Sourcing | Days 1-14 | Recruiter | Active sourcing, referrals |
| Resume Screen | Days 3-14 | Hiring Manager | Review applications |
| Phone Screen | Days 7-21 | Recruiter | 30-min culture/fit call |
| Technical Interview | Days 14-28 | Tech Lead | 60-min skills assessment |
| Hiring Manager Interview | Days 21-35 | Hiring Manager | 60-min deep dive |
| Team Interview | Days 28-42 | Team Members | 45-min culture fit |
| Reference Check | Days 35-45 | Recruiter | 2-3 references |
| Offer | Days 40-45 | Hiring Manager | Verbal + written offer |
| Total Target: | 45 days | | |
3.3 Interview Scorecard Template
## Interview Scorecard
**Candidate:** [Name]
**Position:** [Role]
**Interviewer:** [Name]
**Date:** [Date]
### Scoring Guide
1 = Strong No | 2 = No | 3 = Neutral | 4 = Yes | 5 = Strong Yes
### Technical Skills
|-------|-------|-------|
| [Skill 1] | /5 | |
| [Skill 2] | /5 | |
| [Skill 3] | /5 | |
### Behavioral Competencies
|------------|-------|-------|
| Problem Solving | /5 | |
| Communication | /5 | |
| Collaboration | /5 | |
| Ownership | /5 | |
| Growth Mindset | /5 | |
### Culture Fit
|-------|-------|-------|
| Innovation | /5 | |
| Impact | /5 | |
| Excellence | /5 | |
| Collaboration | /5 | |
### Overall Recommendation
- [ ] Strong Hire
- [ ] Hire
- [ ] No Hire
- [ ] Strong No Hire
### Key Strengths
1.
2.
3.
### Concerns
1.
2.
### Additional Notes
3.4 Offer Letter Template
[SKYMIRROR LETTERHEAD]
[Date]
Dear [Candidate Name],
We are thrilled to offer you the position of [Job Title] at SkyMirror!
After meeting with our team, we are confident that your skills and experience will be a valuable addition to our mission of transforming enterprises through innovative technology.
## Offer Details
**Position:** [Job Title]
**Department:** [Department]
**Reports To:** [Manager Name], [Manager Title]
**Start Date:** [Date]
**Location:** [Location/Remote]
## Compensation
**Base Salary:** €[Amount] per year, paid [monthly/bi-weekly]
**Equity:** [X.XX]% stock options, vesting over 4 years with 1-year cliff
**Bonus:** [XX]% target bonus, based on individual and company performance
**Benefits:**
- Health insurance (medical, dental, vision)
- 25 days paid time off
- Flexible working arrangements
- Professional development budget (€1,500/year)
- Equipment allowance (€1,000)
## Contingencies
This offer is contingent upon:
- Successful completion of background check
- Verification of employment eligibility
- Signing of confidentiality and IP assignment agreement
## Next Steps
Please sign and return this letter by [Date] to confirm your acceptance.
We're excited about the possibility of you joining our team!
Warm regards,
[CEO Name]
Chief Executive Officer
SkyMirror
---
**Acceptance:**
I accept this offer of employment.
Signature: _______________________
Date: _______________________
Part 4: Onboarding Program
4.1 Pre-Boarding (Before Day 1)
| Task | Owner | Timeline |
|---|
| Send welcome email with first day details | HR | 1 week before |
| Set up email and accounts | IT | 3 days before |
| Order equipment (laptop, monitor, etc.) | IT | 1 week before |
| Prepare workspace/home office setup | Office Manager | 3 days before |
| Schedule first week meetings | Hiring Manager | 3 days before |
| Add to team communication channels | Hiring Manager | 1 day before |
| Send onboarding schedule | HR | 1 day before |
4.2 Week 1: Orientation
| Day | Morning | Afternoon |
|---|
| Day 1 | Welcome meeting with CEO | IT setup, tool access |
| Day 2 | Company overview, mission/values | Department overview |
| Day 3 | Product deep-dive | Meet key stakeholders |
| Day 4 | Role-specific training | Shadow team members |
| Day 5 | 1:1 with manager, set 30-day goals | Team lunch |
4.3 30-60-90 Day Plan Template
## 30-60-90 Day Plan
**Employee:** [Name]
**Role:** [Title]
**Manager:** [Manager Name]
**Start Date:** [Date]
---
### Days 1-30: Learn
**Objectives:**
- Understand SkyMirror's products, customers, and market
- Build relationships with key team members
- Complete all required training
**Key Activities:**
- [ ] Complete onboarding checklist
- [ ] Shadow 5 customer calls
- [ ] Review all product documentation
- [ ] Meet with each department head
- [ ] Complete compliance training
**Success Metrics:**
- [ ] Pass product knowledge assessment
- [ ] Receive positive feedback from onboarding buddy
- [ ] Complete 100% of training modules
**30-Day Check-in Date:** [Date]
---
### Days 31-60: Contribute
**Objectives:**
- Begin contributing to team goals
- Take ownership of initial projects
- Identify improvement opportunities
**Key Activities:**
- [ ] Complete first [deliverable]
- [ ] Lead first [meeting/project]
- [ ] Propose one process improvement
- [ ] Build relationships with customers
**Success Metrics:**
- [ ] [Specific metric 1]
- [ ] [Specific metric 2]
- [ ] Receive positive peer feedback
**60-Day Check-in Date:** [Date]
---
### Days 61-90: Own
**Objectives:**
- Fully own role responsibilities
- Drive measurable results
- Contribute to team strategy
**Key Activities:**
- [ ] Achieve [specific goal]
- [ ] Mentor or support new team member
- [ ] Present to leadership team
- [ ] Develop Q2 goals
**Success Metrics:**
- [ ] [Specific metric 1]
- [ ] [Specific metric 2]
- [ ] [Specific metric 3]
**90-Day Review Date:** [Date]
---
### Manager Notes
**30-Day Review:**
[Notes]
**60-Day Review:**
[Notes]
**90-Day Review:**
[Notes]
Part 5: Learning & Development
5.1 Development Framework
Career Tracks
Individual Contributor Track Management Track
↑ ↑
Principal Director
↑ ↑
Senior Manager
↑ ↑
Mid Team Lead
↑ ↑
Junior Senior IC
5.2 Skill Development Matrix
| Role Level | Technical Skills | Leadership Skills | Business Skills |
|---|
| Junior | Core competency | Self-management | Role awareness |
| Mid | Specialization | Peer collaboration | Team awareness |
| Senior | Expertise | Mentoring | Department awareness |
| Lead | Architecture | Team leadership | Company awareness |
| Principal/Director | Innovation | Org leadership | Industry awareness |
5.3 Learning Budget
| Level | Annual Budget | Eligible Uses |
|---|
| Junior | €1,000 | Courses, books, conferences |
| Mid | €1,500 | Courses, certifications, conferences |
| Senior | €2,000 | Courses, certifications, conferences, coaching |
| Lead+ | €3,000 | All above + executive education |
5.4 Mentorship Program
Program Structure:
- Duration: 6 months
- Meeting Frequency: Bi-weekly, 1 hour
- Matching: Based on career goals and expertise
Mentor Responsibilities:
- Share experience and knowledge
- Provide career guidance
- Offer feedback and support
- Connect mentee with network
Mentee Responsibilities:
- Come prepared with questions/topics
- Take ownership of development
- Apply learnings
- Provide feedback on program
| Activity | Frequency | Participants |
|---|
| 1:1 Meetings | Weekly | Manager + Direct Report |
| Goal Check-ins | Monthly | Manager + Direct Report |
| Peer Feedback | Quarterly | Team Members |
| Performance Review | Semi-annually | Manager + Direct Report |
| Calibration | Semi-annually | Leadership Team |
| Compensation Review | Annually | HR + Manager |
## Performance Review
**Employee:** [Name]
**Role:** [Title]
**Review Period:** [Start Date] - [End Date]
**Manager:** [Name]
---
### Performance Rating
|--------|-------------|
| 5 - Exceptional | Consistently exceeds expectations |
| 4 - Exceeds | Often exceeds expectations |
| 3 - Meets | Consistently meets expectations |
| 2 - Developing | Sometimes meets expectations |
| 1 - Below | Does not meet expectations |
**Overall Rating:** [1-5]
---
### Goal Achievement
|------|--------|-------------|-------|
| [Goal 1] | 30% | [Result] | /5 |
| [Goal 2] | 30% | [Result] | /5 |
| [Goal 3] | 20% | [Result] | /5 |
| [Goal 4] | 20% | [Result] | /5 |
---
### Competency Assessment
|------------|--------|----------|
| Technical Excellence | /5 | |
| Collaboration | /5 | |
| Communication | /5 | |
| Problem Solving | /5 | |
| Ownership | /5 | |
---
### Strengths
1.
2.
3.
### Development Areas
1.
2.
### Development Plan
|------|--------|----------|----------------|
| | | | |
| | | | |
---
### Next Period Goals
1.
2.
3.
---
### Employee Comments
### Manager Comments
---
**Signatures:**
Employee: _________________ Date: _______
Manager: _________________ Date: _______
Part 7: Team Culture
7.1 SkyMirror Values
| Value | Definition | Behaviors |
|---|
| Innovation | We push boundaries and embrace new ideas | Take calculated risks, experiment, learn from failure |
| Impact | We focus on outcomes that matter | Prioritize ruthlessly, measure results, celebrate wins |
| Excellence | We deliver exceptional quality | Set high standards, continuous improvement, attention to detail |
| Collaboration | We succeed together | Share knowledge, support teammates, communicate openly |
| Integrity | We do the right thing | Be honest, keep commitments, act ethically |
7.2 Team Rituals
| Ritual | Frequency | Purpose | Owner |
|---|
| All-Hands Meeting | Monthly | Company updates, celebrations | CEO |
| Team Standup | Daily | Coordination, blockers | Team Lead |
| Demo Day | Bi-weekly | Showcase work, feedback | Product |
| Retrospective | Bi-weekly | Continuous improvement | Team Lead |
| Social Hour | Weekly | Team bonding | Culture Committee |
| Hackathon | Quarterly | Innovation, learning | CTO |
| Town Hall Q&A | Monthly | Transparency, questions | CEO |
7.3 Communication Norms
| Channel | Use For | Response Time |
|---|
| Slack (DM) | Quick questions, informal | 2-4 hours |
| Slack (Channel) | Team discussions, updates | 4-8 hours |
| Email | External, formal, long-form | 24 hours |
| Video Call | Complex discussions, 1:1s | Scheduled |
| In-Person | Sensitive topics, brainstorming | Scheduled |
7.4 Conflict Resolution
Step 1: Direct Conversation
- Address the issue directly with the person involved
- Focus on behaviors and impact, not personality
- Seek to understand their perspective
Step 2: Manager Involvement
- If unresolved, involve your manager
- Manager facilitates discussion
- Document agreed actions
Step 3: HR Escalation
- If still unresolved, escalate to HR
- Formal mediation if needed
- Document resolution
Part 8: Retention Strategies
8.1 Stay Interview Questions
Conduct stay interviews quarterly with high performers:
- What do you look forward to when you come to work each day?
- What are you learning here? What do you want to learn?
- Why do you stay at SkyMirror?
- When was the last time you thought about leaving? What prompted it?
- What can I do to make your experience better?
- What might tempt you to leave?
- What do you want to do next in your career?
8.2 Retention Risk Assessment
| Risk Level | Indicators | Actions |
|---|
| High | Disengaged, declining performance, external interviews | Immediate 1:1, retention conversation, action plan |
| Medium | Frustrated, stagnant, limited growth | Development plan, new challenges, mentorship |
| Low | Engaged, growing, satisfied | Recognition, stretch opportunities, career planning |
8.3 Exit Interview Template
## Exit Interview
**Employee:** [Name]
**Role:** [Title]
**Department:** [Department]
**Manager:** [Manager Name]
**Last Day:** [Date]
**Tenure:** [X years, X months]
---
### Reason for Leaving
- [ ] New opportunity
- [ ] Career growth
- [ ] Compensation
- [ ] Work-life balance
- [ ] Management
- [ ] Culture
- [ ] Relocation
- [ ] Personal reasons
- [ ] Other: ___________
### Questions
1. What prompted you to start looking for a new job?
2. What could we have done to keep you?
3. How would you describe the culture at SkyMirror?
4. Did you feel your work was recognized and valued?
5. How was your relationship with your manager?
6. Did you have the tools and resources to do your job?
7. What did you like most about working here?
8. What did you like least?
9. Would you recommend SkyMirror as a place to work?
10. Any other feedback?
---
### Interviewer Notes
### Action Items
1.
2.
3.
Part 9: Appendices
Appendix A: Compensation Bands
| Level | Engineering | Sales | Operations |
|---|
| Junior | €35-45K | €30-40K + comm | €30-40K |
| Mid | €45-60K | €40-55K + comm | €40-50K |
| Senior | €60-80K | €55-75K + comm | €50-65K |
| Lead | €75-95K | €70-90K + comm | €60-80K |
| Director | €90-120K | €85-110K + comm | €75-100K |
Appendix B: Equity Guidelines
| Level | Equity Range | Vesting |
|---|
| Junior | 0.01-0.05% | 4 years, 1-year cliff |
| Mid | 0.05-0.15% | 4 years, 1-year cliff |
| Senior | 0.1-0.3% | 4 years, 1-year cliff |
| Lead | 0.2-0.5% | 4 years, 1-year cliff |
| Director | 0.3-1.0% | 4 years, 1-year cliff |
| VP/C-Level | 0.5-2.0% | 4 years, 1-year cliff |
Appendix C: Job Board Strategy
| Platform | Best For | Cost |
|---|
| LinkedIn | All roles | €€€ |
| AngelList | Startup talent | Free |
| Stack Overflow | Engineering | €€ |
| Indeed | Volume hiring | € |
| Glassdoor | Employer brand | €€ |
| Referrals | All roles | Bonus |
Document Version: 1.0
Last Updated: December 2024
Owner: COO / Head of People
Review Cycle: Quarterly