Alphonso Cheponis

Most companies don't have a hiring problem. They have a guessing problem.

They post a job they never defined. They interview for a gut feeling. They hire the best of a weak pool and call it a win. Then they spend the next eighteen months managing around a decision they made in forty-five minutes.

I know because I did it. Across multiple companies I founded, I made hundreds of mediocre hires, a few disastrous ones, and just enough great ones to know the difference was never luck.

That work became Straightline. A manufacturer came to us with 200+ people on the floor and 68% annual attrition. They were replacing roughly 136 people a year to hold the line. Twelve months into our process, attrition was 10%. Same plant, same labor market, same pay band. What changed was how they defined the role, who they selected, and what happened after the hire.

We teach owner-led companies four things. How to align the business around purpose, vision, and values (The Straightline Alignment Framework). How to define and hire the right person the first time (The Straightline Strategic Hiring Framework). How to build a plan the team can actually execute (The Straightline Planning Blueprint). How to keep the people you fought to hire (The Straightline Engagement Strategy).

I'm a certified Talent Optimization Consultant and a Predictive Index partner. This is Moneyball for your business. Not a hunch about who looks like a fit. Data about who is.

One thing separates us from every consultant you've hired. We teach you to run it without us. You'll own the process, the tools, and the results. We're glad to work ourselves out of a job, because companies that hire well don't need a consultant. They need to get back to building.

Great hires shouldn't be an accident. Let's make yours deliberate.