Role Benchmark · Founding Partner Pilot
Hire the right one. Onboard for the season.
Structured hiring and onboarding decision support.
Reduce hiring risk on the seats you are betting the season on. Benchmark your proven performers, compare every finalist against that standard, and carry the same read into onboarding and coaching. Measured against your own best, not a generic norm.
Or see the 90-day onboarding plan it produces.
What You Get
Six outcomes, from one engagement.
You are not buying an assessment. You are buying a better hire and a faster start. Here is what the work actually produces.
Reduced hiring risk
See the fit, and the gaps, before the offer goes out. Fewer expensive surprises three months into the season.
Better hiring decisions
Compare every finalist against the same standard, on the same dimensions. Decide with evidence in the room, not a gut call.
Better onboarding
The same read becomes a plan. You know on day one where the new hire will need support.
Faster ramp-up
Coach the two or three things that matter from week one instead of finding them out by trial.
Better manager coaching
Whoever they report to gets specific, behavioral guidance on how to lead this person well.
Lower early turnover
Right person, well supported from the start. The hires that fit are the hires that stay through the season and the next.
The Gap AI Leaves
AI can find the candidate. It cannot tell you if they fit.
You have more hiring tools than ever. AI sources candidates, screens résumés, writes the outreach, and even preps people for the interview. The top of the funnel has never been easier.
What none of it can do is judge whether a specific person will succeed in a specific role, on your specific crew, in your specific shop. That is a behavior question, and it is the one that decides whether the hire works. That gap is exactly where Role Benchmark sits.
AI handles the funnel
Source. Screen. Outreach. Scheduling. All faster than ever.
You handle the fit
Role Benchmark gives you the evidence to do it well.
Why It Works
A résumé tells you where someone has been. It does not tell you whether they fit the seat.
An interview tells you how a person performs across one hour in a conference room. Neither tells you whether the way they are wired matches what the seat actually rewards. So the offer goes out on gut feel. Then you find out.
The difference here is the benchmarking, and who is reading it. The standard is built from your own proven performers, not a generic norm. And it is interpreted by someone who has run landscape companies for thirty years, not a consultant reading a printout. The behavior question and the industry context, answered together.
Role Benchmark replaces the guess with evidence. Not a personality test stapled to a gut call. A standard built from your best people, every finalist measured against it, and a plan for the one you hire.
About The Standard
Informed by your top performers. Not a copy of one of them.
A top producer is not automatically the model to clone. Sometimes the best number on the board comes from someone whose habits you would not want spread across the company. A benchmark built by copying one person carries that person's flaws forward.
So the benchmark is informed by your proven performers, then interpreted within the context of the role, the crew, and your core values. The standard reflects what good looks like in that seat, not whatever the highest producer happens to do.
The standard is built from
+ Your proven performers in the role
+ The real demands of the seat
+ The crew the person joins
+ Your core values
How It Works
Build the standard once. Use it through onboarding.
Underneath the read are four validated instruments doing the measuring: DISC, TEAMS, Values, and the Behavioral Attitude Index. They are the mechanism, not the headline. Here is the engagement.
Benchmark created
Up to three of your proven performers complete a short questionnaire. Their results, interpreted in context, build the standard for the role.
Finalists compared
Each finalist completes the same questionnaire and is scored against the standard. You see fit and gaps, side by side, on the same dimensions.
Interview, with support
The report hands you targeted questions for each gap, plus a live debrief to read the results together and tie them to the decision.
Onboarding & coaching
The same read becomes the onboarding plan and the manager's coaching guide. The gaps you saw in the interview are the first things you develop. This is where the value compounds.
You Keep The Benchmark
A report is a one-time answer. A benchmark is an asset.
The standard you build does not expire with the hire. The next time that seat opens, you already have it. Run the next round of finalists against the same benchmark. Build benchmarks for your other key roles and the value compounds with every hire you make. That is the difference between buying a report and building hiring into how your company runs.
Who This Is For
A key seat. One you cannot afford to guess on.
This is for you if
+ You are hiring a key seat. A GM, a branch manager, an account manager, a foreman you are betting the season on.
+ You have at least one proven performer in that role to benchmark against.
+ You want the read to keep working through onboarding, not stop at the offer.
This is not for you if
– You are filling seasonal or entry roles at volume. The math does not work at that scope.
– You want a label for the candidate, not decision support. This gives you context and risk, not a verdict.
– You are not willing to interview against the findings. The questions only work if you ask them.
The tool informs the decision. It does not make it for you. If you want a vendor to hand you a yes or a no, this is not that. If you want the evidence to make the call yourself, this is the read.
Role Benchmark · Founding Partner Pilot
$1,000 per critical hire. Founding rate only.
The standard engagement runs $1,976 to $2,876. The founding cohort is capped at five owners, and your rate locks for the next hire, credit-forward. This is not a discount. It is a trade. Proof for price.
What Each Partner Gets
+ One benchmark, built from a current top performer in the seat.
+ Up to two finalists scored against it, across all three lenses.
+ A live debrief, you and your advisor in the room.
+ A written 90-day onboarding plan for the person you hire.
The Exchange
Why the rate is what it is. A structured feedback debrief after delivery. Permission to publish anonymized results as a case study. A testimonial if it earns one. Your founding rate locked for the next hire.
Risk Reversal
If the report does not change or sharpen your hiring decision, you do not pay. The pilot exists to prove the work. That risk is ours to carry, not yours.
Benchmark · Compare · Keep
Claim a founding spot
Tell me the role and the proven performers you would benchmark against. Pick a time below. Five founding owners, then the cohort closes.
See the work first: the sample report and the 90-day onboarding plan it produces.
Prepared by
Dimensional Performance Development
Phone
571.800.7776
Web
dimensionalpd.com
Behavior advisory for landscape company owners. Built by Paul Lukert, thirty years in the green industry and a Maxwell Leadership certified DISC consultant.
