Before
A backend role sits open 4 months, then your offer gets declined.
After
Your interview loop tests whether they will ship, and the engineer you want says yes.
Masterclass · 1 day
Build a Team That Ships
Get the right engineers, make them productive in weeks not months, and keep the ones you cannot afford to lose. The staffing engine behind a team that ships.
Not performance management, not quarterly delivery. That is a different job. This one is people supply: who you hire, how fast they land, what keeps them motivated, and how you see the quit coming.
12,900 CZK per seat · from 150,000 CZK in-house
Trusted by
Not for
- Individual contributors with no hiring or retention responsibility. Come back after the promotion.
- Recruiters and HR without an engineering team behind them.
- Anyone shopping for an agile certification. There is no certificate here on purpose.
Who it is for
- Engineering Managers and Team Leads who own hiring for 1 to 3 teams and feel every empty seat.
- Senior EMs who keep losing good engineers and are done calling it “market conditions”.
- CTOs and VPs at 20 to 200 engineer companies where every regretted resignation resets a team.
The program
4 modules, worked on your real open roles and your real team.
Hire the engineer who ships
You leave with a delivery-first scorecard and interview loop for your real open role, and an offer framed so the person you want accepts.
Land them in 3 weeks, not 3 months
You build a 30-day onboarding plan for your next hire, so their first real pull request comes in week 3 instead of week 8.
Keep them motivated, on purpose
You leave with a growth move per person tied to the work ahead, and the 1:1 that catches boredom before it becomes a goodbye.
See the quit coming, build the bench
You read flight risk a quarter early and design the internal mobility and bench strength that keeps one resignation from gutting a team.
From where you are, to where you walk out.
Before
A new hire is still asking where the deploy scripts live in week 8.
After
A new hire opens a real pull request in week 3, because onboarding is a plan, not a scavenger hunt.
Before
Your best engineer says “I’m bored” in a 1:1 and you change the subject.
After
You have the growth move ready before they open LinkedIn.
Before
A senior resigns in week 6 and you never saw it coming.
After
You read the flight risk a quarter early and keep the person, not just the exit interview.
Before
One engineer leaves and the only person who knew that service leaves with them.
After
Bench strength and internal moves mean no single resignation guts a team.
What you walk out able to do.
- Write a hiring scorecard that tests whether an engineer will ship, not whether they interview well.
- Run an interview loop that reads real signal in an hour and stops passing on the wrong hire.
- Build a 30-day onboarding plan that gets a new engineer productive in 3 weeks, not 3 months.
- Run the 1:1 that surfaces boredom and stalled growth before it turns into a resignation letter.
- Design one growth move per person tied to the work ahead, so your strongest people have a reason to stay.
- Spot flight risk a quarter early and build the bench and internal moves that make any single departure survivable.
Format
Format and price.
- Masterclass, one day. You bring your real open role, your last hire, and the engineer you cannot afford to lose.
- A take-home toolkit, Notion and Linear ready: hiring scorecard, interview loop, 30-day onboarding plan, and a flight-risk checklist.
- Bonus: mentoring of your personal situations, bring the hire or the resignation you are staring at right now.
- A monthly hiring and retention circle launches with cohort 1; alumni bring the role they are filling and the person they are keeping.
- Founding rate: first 5 companies −20%. 2-year commitment −15%.
Open-enrollment seat12,900 CZK per seat
In-house cohortfrom 150,000 CZK in-house
Company yearly leadership programMasterclass access from the Team subscription
Prices in CZK, excl. VAT. Published, not on request.
Faculty
Our Lecturing Masterminds
Our team is unique. We are not consultants selling academic theories or empty certificates. They have built multiple unicorn companies and helped organizations scale from startups to scale-ups to established corporates.
In-house cohorts
Tailored Leadership Training for Your Ambitions
No two organizations are the same. That is why our learning designers have crafted a selection of sessions focused on the key challenges faced by today's leaders. We work together to customize these sessions specifically to your needs. Our experts do the heavy lifting throughout the process and craft the program that is just right for your organization.
What nobody else offers
The parts a competitor cannot copy in a quarter.
01
You leave with the loop already built for your open role.
Radical Candor, Shape Up, and LifeLabs leave you with notes. You leave with a scorecard and interview loop filled in for the role you are hiring for right now.
02
Hiring built from 8 to 80.
The scorecard and onboarding plan come from hiring and keeping the engineers who scaled Mews from 8 to 80 teams through Series C.
03
Retention you can act on before the letter.
Most programs teach the exit interview. This one teaches reading flight risk a quarter early, from 3,400+ mentoring sessions on why engineers actually leave.
04
A ritual, not a membership.
A monthly hiring and retention circle where alumni bring the role they are filling and the person they are keeping. Monthly ELC meetups draw 100 to 120 leaders.
05
Runs in Czech or English. Demand already proven.
54 paid seats reviewed the earlier itensity editions at 9.3/10.
“You have the growth move ready before your best engineer opens LinkedIn.”
Proof, honestly labeled
What we can stand behind today.
- Level 1 rated 9.3/10 across 21 reviews. Level 2 rated 9.3/10 across 33 reviews. 54 paid, reviewed seats in the Czech market.
- Companies that trained their managers with us: Rohlík, Košík, Mews, Kiwi.com, Česká spořitelna, Trezor, and Apify.
- The same hiring and retention system staffed Mews from 8 to 80 teams through Series C, on the way to a $2bn+ unicorn.
This is the staffing system Marian taught in the itensity Labs courses, now under its own name, same facilitator. A named alumni case, a real regretted-attrition number brought down, and a redacted onboarding-to-first-PR timeline land on this page once collected in writing; until then the page runs on the itensity numbers above and nothing else.
Build a Team That Ships
Seats are limited to keep every room interactive. Register, or book a private cohort for your team.
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