• Talent Operating Model

    Frac Playbook Design Pillars

    1

    Governance

    • Prioritizes roles by value-creation impact not title
    • Establishes clear decision rights and escalation paths
    • Creates cadence for reviewing critical hires & risks
    • Aligns executives, operators, and hiring teams



    2

    Outcome-Based Role Definition

    • A clear mission tied to the value-creation plan
    • 5–8 measurable outcomes for the first 6–12 months
    • Explicit competencies, tradeoffs, and deal-breakers
    3

    Selection & Assessment

    • Role-specific interview loops
    • Assigned competencies per interviewer
    • Evidence-based scoring and decision matrix
    • Practical case exercises - signal matters most
    4

    Closing, Onboarding, Time-to-Impact

    • Intentional close planning for critical hires
    • Clear articulation of mandate, expectations, & risks
    • 30/60/90-day plans directly tied to hiring scorecard
    5

    Retention & Succession

    • Identify critical talent & single-point-of-failure roles
    • Practical succession coverage for Tier 1 leadership
    • Career roadmaps tied to scope, capability, & readiness
    • Early warning signals and intervention playbooks
    6

    Analytics & Visibility

    • A minimum hiring and retention dataset
    • Shared KPIs (speed, quality, close rates, early outcomes)
    • A consistent review cadence at the executive level
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