SourcedOS · Services

Ways in

Two ways in. One trajectory.

Teams rarely arrive asking for a diagnostic. They arrive with a problem they can feel. We meet it where it is, and go deeper only when we earn the trust to.

Start here

Recruiting

You have a role that needs the right person, not a warm body. We run the hiring: executive and leadership hires, embedded recruiting for a hiring push, or a rebuild of how you hire. Twenty-five years of talent systems behind every shortlist.

Recruiting in detail

→Evolves into

Go deeper

Relationship Intelligence Audit

When the right hire keeps not holding, the problem is usually the system around the seat. The audit maps the human layer of your organization: trust, communication, and structural risk. Your next decision is made with your eyes open.

The audit in detail

I · Recruiting

The right person, found the right way.

Hiring led by someone who has spent a career learning how people actually work together, so you place a person who fits the system they are joining, not just a résumé that fits the job description.

01

Executive & leadership search

Full retained search for the hires that reshape a team: founders, C-suite, and the first leader in a function. Structured interviews that surface fit, not just credentials.

02

Embedded recruiting

We offer embedded recruiting services (talent sourcing included), embedded sourcing services, and contract recruiters backed by our full sourcing team.

03

Talent system design

A rebuild of how you hire: scorecards, interview architecture, and the five pillars of a talent system that keeps producing good hires long after we are gone.

When a great hire keeps not working out, the seat is not the problem. The system around it is. That is where the audit begins.

II · The audit

The problem

Most leadership teams run on assumptions.

You can see the numbers. You cannot see the trust fractures, the communication bottlenecks, or the things your best people stopped raising because nothing ever changed. That gap costs you performance, talent, and time.

What this is not

×Therapy or counseling
×A coaching engagement
×An engagement survey
×A team-building exercise
×A reorg plan

What this is

→A strategic diagnostic of your human system
→Structured interviews that surface what surveys miss
→A truth map of how trust actually moves through your org
→Actionable intelligence for leadership decisions
→The clarity you need before your next structural move

What you receive

Four deliverables. One complete picture.

01

Relationship map

Visual map of your organization's actual trust and communication dynamics. Not an org chart: a truth map of who people follow, trust, and go to when something is wrong.

02

Diagnostic report

Full analysis of relationship topology, friction points, talent systems, leadership profiles, culture gaps, and structural risk. The complete picture, clearly named.

03

Activation roadmap

A 30/60/90 day action plan with specific conversations, restructuring moves, and behavioral changes, with names and owners attached. Not recommendations. A plan.

04

Executive readout

A 90-minute presentation of findings and strategic recommendations, followed by a 30-day session to assess progress, address resistance, and recalibrate.

Process

Four phases. Four to six weeks.

01

Week 1

Intake

You complete a confidential intake form. We review your organization's structure, history, and stated concerns before our first conversation. We arrive prepared.

02

Weeks 2–3

Discovery

Structured, confidential interviews with you, your leadership team, and selected employees. Three tiers of perspective. The truth lives in the triangulation.

03

Weeks 3–4

Analysis

Synthesis of every interview into the Relationship Map, Diagnostic Report, and Activation Roadmap. Pattern recognition across the whole conversation.

04

Weeks 4–6

Delivery & check-in

Executive readout with full findings and recommendations, then a thirty-day check-in to measure traction, surface resistance, and recalibrate the plan.

Engagement

Two tiers. Both complete.

Scope and investment are discussed on your discovery call. Both tiers include the full deliverable set.

Diagnostic

→Confidential intake form
→CEO / founder deep-dive interview (90 min)
→Leadership team interviews (3 to 5 leaders)
→Ground-level interviews in one focus area
→Talent system assessment across all 5 pillars
→Full deliverable set: Map, Report, Roadmap
→Executive readout session (90 min)
→30-day check-in session (60 min)

Schedule a call

Comprehensive

→Everything in Diagnostic, plus:
→Organization-wide ground-level interviews, no scope limit
→Extended relationship mapping across the full org
→Leadership team readout session (separate from CEO)
→Option for ongoing monthly advisory engagement

Schedule a call

Who conducts this

Experience25+ years in talent systems and organizational design

CompaniesGoogle, Dropbox, and 25+ high-growth startups

CertificationKorn Ferry Interview Architect

FrameworkFounder, SourcedOS Relationship Intelligence

Contactmike@sourcedos.com

Michael Doran

Human Systems Architect

I have spent 25 years watching organizations succeed and fail at the human layer. Not the strategy layer, not the product layer. The layer where trust forms, breaks, and determines everything that follows.

Most founders I work with are not struggling because they have the wrong idea. They are struggling because the human system around the idea is not working. They can feel it. They cannot see it clearly, because they are inside it.

That is what this is designed to surface. Not judgment. Clarity. The kind that lets you make your next leadership decision with your eyes open.

I am not an executive coach. I am not a therapist. I am a systems architect who has spent a career learning how relationships move through organizations, and how to read what they are telling you.

The hire in front of you, and the system behind it.