Dating Like a CEO: Why Your Love Life Needs a Hiring Process • Coach Action Jackson

Listen, sis. Too many of us are out here acquiring ‘any’ kind of man like we’re giving out free samples at Costco—no vetting, no standards, just vibes. Meanwhile, corporations don’t play about who they hire. They got screening processes, background checks, and probation periods. And guess what? You need the same energy in your dating life.

This ain’t about being cold—it’s about being strategic. You are the CEO of You, Inc., and the men trying to get in your life? They need to apply, qualify, and prove their worth. No more “hiring” unqualified men just because they got dimples and made you laugh once. Let’s get your dating process locked in.

Step 1: The Job Posting – Know What Position You’re Hiring For

Sis, a company doesn’t just say, “We’re hiring” and take whoever shows up. They create a job description first. You need to do the same.

What are your non-negotiables? (Not “tall”—I mean character, values, lifestyle.)
What skills does he need? Emotional intelligence? Financial stability? Growth mindset? Good communication skills?
What behaviors are automatic disqualifications? Lying? Inconsistency? “I’m not ready for a relationship” energy? (Girl, FIRE him before he’s even hired.)

If you don’t know what you need, you will settle for whatever applies. And we don’t do that over here.

Step 2: The Application Process – Screening Out the B.S.

Companies don’t interview everybody. They filter out weak applications first. This means YOU have to stop giving every man a chance just because he’s breathing and says, “Good morning, beautiful.”

First round screening: His communication, consistency, and intentions should be clear from jump.
Second round screening: His lifestyle, goals, and emotional intelligence need to align with yours.
Third round: Watch his actions. Words mean nothing if they’re not backed up.

🚨 Red flags? Ghost him. Next candidate. 🚨

Step 3: The Interview Process – Ask the Right Questions

Sis, interviews ain’t just for jobs—they’re for relationships, too. Companies conduct multiple interviews before hiring. You need to do the same.

What’s his relationship history? Does he take accountability, or is everything always “his crazy ex’s fault”?
What’s his 5-year plan? (And no, “I dunno, I’m just chilling” is NOT a valid answer.)
How does he handle stress? Conflict? Does he shut down, lash out, or communicate like a grown man?

If the answers ain’t adding up or he doesn’t like your line of questioning, his application is DENIED.

Step 4: The Background Check – Verify the Resume

Girl, a company will call every past employer before hiring someone. They do criminal and credit background checks. They do it ALL, including personal references checks.

Why wouldn’t you do the same?

Don’t believe who he said he is, check his ID. Yes, I said that, sis. Check his identification. Make sure you know who you’re talking to!
Do that background check on Been Verified or whatever reputable people finders are out there. Try to find him on all the big social media platforms and dating apps.
How does he treat women in general? (Restaurant servers, the homeless, coworkers, family.)
What’s his reputation? (Listen to how he talks about exes.)
Is he consistent, or does he shape-shift depending on who he’s around?

🚨 Because men can LIE on their resumes, VERIFY. 🚨

Step 5: The Probation Period – No Full Benefits on Day 1

No company gives full salary and benefits on day one. They wait to see if the employee actually performs. Same goes for dating.

Don’t start doing “wife things” for a “part-time intern.”
Watch his consistency over time. Anyone can act right for a month or two.
If he’s showing up, communicating, and treating you right? Cool. If he starts slacking, TERMINATE his contract.

Step 6: Promotions or Termination – Evaluate & Decide

If he’s solid, he moves up the ranks. If not, cut him loose with NO severance package.

Top Performer? He keeps proving himself? He earns more trust, more access, more YOU.
Underperforming? He’s inconsistent, doesn’t communicate, keeps playing games? Fire him IMMEDIATELY.
Toxic? 🚨 Block. Delete. Protect your peace. 🚨

Final Word: You Are the CEO – Hire Accordingly

Sis, you wouldn’t take just any job without knowing the salary, benefits, and work culture. So why take just any man without knowing if he meets the standard?

Run your dating life like a business. The right man will RESPECT the process. The wrong ones will be MAD they didn’t get hired. And that’s exactly how it should be.

You’ve just minimized your chances of finding a loser and saved invaluable time you would have never gotten back.

Let’s talk more about You, Inc. and how we can develop your unique “hiring” process. Save your coins and get the 45-minute FREE coaching session!