A Hiring Framework That Produces Majority-Women Teams
A team-building and selection framework that optimizes hiring for five operational traits — rigor, communication, risk discipline, retention, and collaboration — without regard to gender. When applied consistently, it produces teams in which women represent approximately seventy percent of the workforce.
What the 70% Operating Model is.
The 70% Operating Model is a hiring and team-building framework that selects personnel exclusively on five behavioral traits — rigor, communication, risk discipline, retention, and collaboration — and produces, as an empirical outcome, teams composed of approximately seventy percent women.
The model does not prescribe composition. It prescribes selection criteria. The seventy percent figure is not a target to be met; it is a pattern that emerges when the right signals replace the wrong ones. The framework was developed and validated through a decade of building and running teams across eighteen countries and three continents.
When these five traits become the selection criteria — assessed through structured interviews, work simulations, and behavioral reference checks — the talent pool that emerges is the one the conventional system overlooks. The operating outcomes are measurably superior. The composition follows.
The selection criteria that produce the outcome.
The five traits are defined in operational terms — measured through structured assessment, not self-reported preference.
Rigor
The ability to follow protocols without exception, maintaining standards under pressure.
Communication
The willingness to surface problems early and clearly, before they escalate.
Risk Discipline
The capacity to manage risk systematically rather than recklessly.
Retention
The likelihood of staying with an organization long enough to build institutional knowledge.
Collaboration
The ability to make the people around a team member better — not merely to perform individually.
A decade of operational data.
The 70% Operating Model is grounded in operational outcomes — verified results produced by teams built and run across the most demanding environments on earth.
What the model produces.
The 70% Operating Model produces five structural operating advantages. These are not theoretical propositions — they are observed, documented, and verified.
Communication
Teams built using the model identify problems earlier. Team members communicate openly, surfacing issues before they become crises.
Risk Discipline
The teams manage risk more carefully. They follow protocols, verify standards, and maintain discipline under pressure. The near-perfect uptime and zero security record are the result.
Collaboration Over Competition
Internal energy flows outward, toward the mission, rather than inward, toward ego. The teams compete against the problem, not against each other.
Retention
Institutional knowledge is preserved. Tenure extends and knowledge accumulates. Every retained team member carries irreplaceable institutional knowledge.
Ego Management
Ego interferes less with execution. Operational systems function as designed, without the distortions that individual ego introduces.
The conceptual map.
Five tabs on the operating model.
The 70% Operating Model is examined through five tabs — the principles, the five traits, the evidence, the advantages, and the implementation. Each tab isolates a specific dimension of the model.
The Selection Criteria
Rigor, communication, risk discipline, retention, and collaboration. The five operating traits are the selection criteria that produce the 70% outcome. When these traits become the assessment standards — measured through structured interviews, work simulations, and behavioral reference checks — the talent pool that emerges is the one conventional systems miss.
The traits are not aspirational. They are operational specifications, assessed through structured evaluation, observed through sustained operational practice, and verified through performance outcomes.
The model in operational practice.
Four examples of the 70% Operating Model applied across different organizational contexts. Each example shows the five-trait selection criteria producing the 70% composition.
Sovereign-Scale Operations
Teams built and run across eighteen countries. Majority-female composition. The verified outcomes — 100% client satisfaction, 83.3% campaign success, zero security incidents — are the direct products of the 70% composition operating at sovereign scale.
Crisis Response Operations
Crisis response teams built under the 70% Model. The 384x to 1,416x speed advantage over traditional approaches, the 95% crisis prediction accuracy, the sub-5-minute response time — these outcomes are produced by majority-female teams.
Government and Public Sector
eGovernance deployments serving up to 120 million citizens per installation. The communication patterns, attention to detail, and accountability structures of the 70% composition produce superior citizen service delivery.
Corporate and Fortune 500
Fortune 500 advisory engagements. The 70% Model applied at corporate scale produces the same structural advantages — superior accuracy, accountability, and continuity. The model is not industry-specific.
What the 70% Operating Model is not.
Six persistent misconceptions about the 70% Operating Model. The misconceptions are common because the model challenges deeply held assumptions about gender, talent, and leadership.
Engage The 70% Project.
The 70% Operating Model is available through advisory engagements, speaking topics, and consulting projects. The talent the world overlooks is the talent that outperforms.