Overview
Hiring product talent is one of the highest-leverage decisions a company makes, and one of the most commonly botched. Generic job descriptions attract generic candidates. Unstructured interviews reward confidence over competence. And most hiring rubrics test for pattern-matching, not product judgment.
I help teams design a hiring process that finds the product thinker your org actually needs, not the one who interviews best.
Who this is for
This is a good fit when you:
- Are hiring your first PM and have never written a product job description
- Keep hiring PMs who look great on paper but struggle in your environment
- Need to evaluate product candidates but your interviewers are engineers or founders without PM hiring experience
- Want to upgrade from "vibes-based" interviews to structured evaluation without going full enterprise HR
- Are transitioning from a fractional product leader to a permanent hire and need to get it right
What you get
Job description design. I write a JD that describes the actual job: the problems, the team, the ambiguity level, the decision authority. Not a wish list of 47 requirements that guarantees you only hear from people who apply to everything.
Interview process design. I build a structured interview loop tailored to your role: screening questions, a product exercise (no take-homes longer than 90 minutes), and rubrics for each round. Every question maps to a competency you actually need.
Interviewer coaching. I train your team on how to evaluate product candidates. What to listen for, what red flags to probe, how to separate confidence from capability. Most interviewers default to "would I enjoy working with this person?" I help them ask better questions.
Scorecard and debrief format. A simple scorecard that your interview panel fills out independently before the debrief. Reduces groupthink and anchoring bias. The debrief format I use surfaces disagreements productively instead of defaulting to the loudest voice.
Typical engagement
- Duration: 1-3 weeks
- Commitment: 8-15 hours total
- Format: Remote, async-friendly
- Deliverables: Job description, interview guide, rubrics, scorecard template
Frequently asked questions
What clients say
KeyshaProduct Manager, Home Depot“Kate is a natural instructor. She makes it easy for folks to talk to her about goals and challenges. My experience working with her truly prepared me to succeed - granted me a new level of respect from my stakeholders, and helped me repair team relationships. Kate made me into one hell of a product manager.”
Try it yourself
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My Personal Product Manager Skill Matrix
Most PM skills matrices fall flat. I built one based on spheres of influence - self, team, org - because skill is not tenure.
What I Look for When I Help You Hire a PM
Generic job descriptions attract generic candidates. Unstructured interviews reward confidence over competence. After helping dozens of teams hire product people, here's what I've learned actually matters.
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