This is just the nugget of an idea, but I'd like to share it and see what folks think.

Instead of starting with a franchise, player characters start the game not knowing each other, and having no knowledge of the Inspectre's organization. Each is currently unemployed and has responded to an add in the local paper that reads something like the following:

"Are you curious? Creative? Do you have an open mind to the possibility that in life, things aren't always what they seem? Positions available immediately for a new, innovative investigative service organization. No specific prior experience neccessary - ability to work with others a plus. Training provided. Good pay and benefits. Inquire 987 W. Forrest Drive, Suite 306 Sunnyvale."

Upon showing up, the characters are escorted into a room with one other exit. From here, a company rep gives a very vague introduction, giving no specifics about the nature of the job. Instead, the rep states that the interview process is in the form of a series of tests that will help to determine how they can best serve "the organization". It is stated that the characters can use any materials that are provided to work through the tests, and that they are encouraged to work together. However, no one will be allowed to leave until the tests are completed. The characters are then locked in.

Here's where we get vague. I'm thinking of something similar to the test sequence of the Men in Black movie. Perhaps a series of 4 different situations, each one based upon each of the four stats (Academics, Athletics, Technology, Contact). Each "test" has a designated number of franchise dice needed to complete it before moving on to the next. While none of the tests are lethal, at least one should seem dangerous, and there should be some sort of supernatural element involved (gotta have some stress checks).

Based upon how the group performs, the company will be able to determine how best each individual could serve within a franchise. Who fell into a leadership role? Who took stock of available materials? Which individuals worked best together?

Franchise dice earned in the test may be used at this time to replace lost points due to stress. At the conclusion of the tests, the company rep reappears and congratulates the group and explains the tests. The rep goes on to detail the nature of the company and how thay are going to be set up with a franchise, along with the company's designated chain of command based on their performance. Pay and benefits are then discussed, etc. (extra franchise dice earned during the test not used to replace stats are applied to the base 5 startup dice).

Thoughts?

For an especialy nasty surpirse, give them a fairly vague interview filled with the typical euphemisms of the interview process-

"How would you describe yourself?"

"What woudl you consider to be your greatest strength?"

"Your greatest flaw?"

"How do you handle personal stress?"

"Professional Stress?"


Etc.


It doesn't matter what they actualy say.

The interviewer then looks over their paper work and says, "Well, you seem to be just what we are looking for."

He will then deflect any questions about specific duties, saying "We prefer to introduce you to our workplace methodology and buisness practices directly during your training phase, we have found this creates a stronger sense of group cohesion and will allow you to become immediatly familiar with our standards and processes."

They will be asked to meet with a company representative- their Training Mentor- at an address on Monday.

The address turns out to be an abandoned slaughterhouse, and their Training Mentor a fast-talking occult know-it-all with dubious sanity.

Make their very first case their training mission. Plenty of stress rolls I think.

And if someone looses it (or gets disembowled by a half rotted undead bull), well they should have paid more attention to the release notice they signed while filling out their aplications...