HIRE THROUGH PERFORMANCE, ONE SYSTEM
Set the bar once. Nu | Erraa holds it long after the offer.
No HR background needed. You describe what this person has to deliver. Nu | Erraa turns it into a clear bar to hire against — then keeps that same bar through onboarding, ramp, and how they’re actually doing on the job. The offer is step two of four, not the finish line.
1
Set the bar — what the role has to deliver. You say what this person needs to get done in the next 12–18 months. Nu | Erraa turns it into a clear bar to hire against — the prep work you’d otherwise do at 11pm.
2
Hire against it, fast. Same bar for every candidate, consistent scorecards, a process you can defend. Senior-team rigor, no senior team required. Most tools call it done here. This is Nu | Erraa’s halfway point.
3
Onboard against the same bar. The role you hired for is the role they start in. Nothing resets at the offer. Strong onboarding lifts retention and productivity by 52% and 60%.
4
See how they’re doing against what you hired them for. Their first real review traces straight back to the bar you set on day one. One thread, hire to six-months-in — not four tools telling four different stories.
MEET THE SYSTEM
Amy — Sets the bar and runs hiring. Live today.
Sammy — Onboarding, manager backup, and the answers-and-busywork layer. Live today.
Aryah — Sourcing. In build.
Every other tool forgets the role the day someone starts. Nu | Erraa runs its whole life.