I'm so glad I took my time 'cause I knew exactly what I was looking for.
Dina Scippa
CEO Of Enough Labs
I'm so glad I took my time 'cause I knew exactly what I was looking for.
Dina Scippa
CEO Of Enough Labs
Dina Scippa built Enough Labs on her own instincts, her own relationships, and her own hustle. When it came time to make her first hire, that same instinct wasn't enough. She knew she needed help, but she didn't know what kind of help she needed. What was the right profile for this role? What mattered more, experience or temperament? What should the first 30, 60, and 90 days actually look like? And what systems needed to exist before day one, so the hire wasn't set up to fail before they started? "It was scary to get started," Dina said. Like a lot of founders making a first hire, she was tempted to treat it like a box to check. Post the job, pick someone, move on. "I just wanted to get this hire ready and tick it off my list."
Dina Scippa built Enough Labs on her own instincts, her own relationships, and her own hustle. When it came time to make her first hire, that same instinct wasn't enough. She knew she needed help, but she didn't know what kind of help she needed. What was the right profile for this role? What mattered more, experience or temperament? What should the first 30, 60, and 90 days actually look like? And what systems needed to exist before day one, so the hire wasn't set up to fail before they started? "It was scary to get started," Dina said. Like a lot of founders making a first hire, she was tempted to treat it like a box to check. Post the job, pick someone, move on. "I just wanted to get this hire ready and tick it off my list."
The Process
Dina worked with Fierceified through FlowReady, built around our PORCH Framework: Persona, Onboarding, Roadmap, Conduct, and Heart. Instead of starting with a job description, the process started with questions, spread across two working sessions.
The first covered who Enough Labs actually serves, what a strong candidate profile looked like against that, and how the first month on the job should unfold day by day. Part of that work meant reverse-engineering Dina's own track record, pulling apart what had actually made her best client relationships work, so that pattern could become something a new hire could learn and repeat, not something that only lived in Dina's head. The second session built out the standards that usually never make it into a job description at all: how fast a new hire should respond once a prospect replies, how often to follow up before they do, where the line sits between what a new hire can decide on their own versus what still needs a founder's sign off, and how that line should move as someone proves themselves. These are the standards founders almost always carry around unwritten, which means a new hire has no way to meet them without a lot of trial, error, and frustration on both sides. "I needed someone to get in the trenches with me and ask me the tough questions," Dina said. "I needed a thought partner who was going to ask what type of profile I really needed, what I was looking for in experience, temperament, and work ethic, and what systems I needed in place to actually get someone onboarded." The end result was two documents: a Hiring Readiness Document built for the new hire to use from their first day forward, and a companion reference built for Dina, so she had a clear standard to manage against instead of relying on gut feel alone. Why This Mattered Most founders carry their client relationship standards in their head. That works fine when the founder is the one doing all the work. It stops working the moment someone else needs to do it too, which is exactly the moment Dina was standing in. The goal of FlowReady isn't just a finished job description. It's getting those unwritten standards out of a founder's head and onto paper, so the relationships a business runs on can hold together with or without the founder in the room.
The Process
Dina worked with Fierceified through FlowReady, built around our PORCH Framework: Persona, Onboarding, Roadmap, Conduct, and Heart. Instead of starting with a job description, the process started with questions, spread across two working sessions.
The first covered who Enough Labs actually serves, what a strong candidate profile looked like against that, and how the first month on the job should unfold day by day. Part of that work meant reverse-engineering Dina's own track record, pulling apart what had actually made her best client relationships work, so that pattern could become something a new hire could learn and repeat, not something that only lived in Dina's head. The second session built out the standards that usually never make it into a job description at all: how fast a new hire should respond once a prospect replies, how often to follow up before they do, where the line sits between what a new hire can decide on their own versus what still needs a founder's sign off, and how that line should move as someone proves themselves. These are the standards founders almost always carry around unwritten, which means a new hire has no way to meet them without a lot of trial, error, and frustration on both sides. "I needed someone to get in the trenches with me and ask me the tough questions," Dina said. "I needed a thought partner who was going to ask what type of profile I really needed, what I was looking for in experience, temperament, and work ethic, and what systems I needed in place to actually get someone onboarded." The end result was two documents: a Hiring Readiness Document built for the new hire to use from their first day forward, and a companion reference built for Dina, so she had a clear standard to manage against instead of relying on gut feel alone. Why This Mattered Most founders carry their client relationship standards in their head. That works fine when the founder is the one doing all the work. It stops working the moment someone else needs to do it too, which is exactly the moment Dina was standing in. The goal of FlowReady isn't just a finished job description. It's getting those unwritten standards out of a founder's head and onto paper, so the relationships a business runs on can hold together with or without the founder in the room.
The Outcome
With a defined profile and real selection criteria in hand, Dina ran a disciplined round of interviews.
"I'm so glad I took my time, because I knew exactly what I was looking for," she said. She's now making an offer for her first hire, with a documented plan already in place for onboarding, 30/60/90-day expectations, and how success will be measured going forward. Making a first hire that's actually aligned with where a company is headed, rather than just filling a seat, was the whole point. In Her Words "She was the accountability I needed. Making a first hire that is strategically aligned with the direction your company is going in, I needed someone to get in the trenches with me and ask me the tough questions. I would recommend her over and over to anyone who's looking to get ready with their first hire or their tenth hire." — Dina Scippa, Founder & CEO, Enough Labs Ready to Get Hiring-Ready? If you're a founder staring down your first hire, or your fifth, and you're not sure where to start, FlowReady builds the clarity and the standard before you post the job, not after.
The Outcome
With a defined profile and real selection criteria in hand, Dina ran a disciplined round of interviews.
"I'm so glad I took my time, because I knew exactly what I was looking for," she said. She's now making an offer for her first hire, with a documented plan already in place for onboarding, 30/60/90-day expectations, and how success will be measured going forward. Making a first hire that's actually aligned with where a company is headed, rather than just filling a seat, was the whole point. In Her Words "She was the accountability I needed. Making a first hire that is strategically aligned with the direction your company is going in, I needed someone to get in the trenches with me and ask me the tough questions. I would recommend her over and over to anyone who's looking to get ready with their first hire or their tenth hire." — Dina Scippa, Founder & CEO, Enough Labs Ready to Get Hiring-Ready? If you're a founder staring down your first hire, or your fifth, and you're not sure where to start, FlowReady builds the clarity and the standard before you post the job, not after.
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From Data to Direct Action:
When 1M4 (One Million Madly Motivated Moms) launched The Right Response, it wasn’t just a project—it was a mission to create real alternatives to police intervention in moments of crisis. They envisioned a world where Black people could access help without fear, where businesses and professionals could serve as non-carceral solutions, and where community support didn’t come with sirens and trauma.
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Latest projects
Retention & Loyalty Wins
From Data to Direct Action:
When 1M4 (One Million Madly Motivated Moms) launched The Right Response, it wasn’t just a project—it was a mission to create real alternatives to police intervention in moments of crisis. They envisioned a world where Black people could access help without fear, where businesses and professionals could serve as non-carceral solutions, and where community support didn’t come with sirens and trauma.
CX Strategy & Automation
Wellness Look, Coaching Core
Brown Suga Wellness looked like a spa day—but behind the branding was a coach ready to transform lives. The problem? Her messaging didn’t match her mission. See how we used our RISE method to bring clarity, connection, and conversions to her customer journey.
