We help companies improve who they hire and how they hire.

For over 20 years, we’ve helped thousands of recruiters, recruiting leaders, hiring managers, and interviewers improve speed, quality, and candidate experience.

GoogleAmazonDisneyStarbucksPepsiCo

Hiring keeps breaking in new places. The hardest part is knowing what to fix.

AI is taking the easy part of the recruiter job

Sourcing, screening and scheduling are being automated. What is left is judgement and influence, and most recruiters were never trained to do either.

Explore talent advisor training

Every interviewer asks something different

Managers measure against a different, unspoken standard and interviewers invent their own questions, so the same candidate reads ten ways and the debrief becomes a popularity contest.

Explore interviewer training

Nobody trained the recruiting leaders

The strongest recruiter gets promoted, then has to coach, forecast and hold their ground with executives, with none of it ever taught. The team feels it first.

Explore recruiting leadership training

Train your recruiters, hiring managers and TA leaders, or fix the whole hiring process.

Training

Practical programs for people who hire.

Programmes for the people who interview and the managers who decide. Built around your roles, not a generic curriculum.

Consulting

Hands on help to raise your hiring bar.

Hands on work on the system itself: your hiring bar, your process, your operating model.

Teams who changed how they hire.

Bloomberg

He really understood our problems, culture, and opportunities, and made the content really relatable and actionable.

Recruiting Manager

The Gap

Best sourcing training I have had in my entire career.

Senior Recruiter

Illumina

I found a ton of value in every slide, every conversation, every tool shared.

Senior Recruiter

Amazon.com

Feedback was great, professional, entertaining, and respectful of their intelligence and time.

Recruiting Director

Slack

This has been one of the best trainings I have taken, after having worked 21 years in the industry.

Recruiting Director

Disney

Awesome content and applicability. I left with a toolkit to be a better leader.

Recruiting Manager

Starbucks

I can leave today and immediately implement these strategies and tools.

Tech Hiring Manager

Google X

Amazing. Worth every penny. Highly recommend.

Recruiting Leader

Nike

Engaging, credible expert who spoke our language. Extremely helpful to move this organization forward.

Recruiting Director

Twenty years of getting hiring right.

We have trained interviewers and hiring managers at Google, Amazon, Disney, Nike and more than 300 other companies. Here is what that adds up to.

10,000+

Hiring managers trained

Across enterprise teams in more than 20 countries, from first-time interviewers to VPs.

20+ years

Years in the category

We ran talent functions at Amazon, Expedia and Starbucks before we started teaching this.

99%

Would recommend us

From post-programme surveys across more than 300 client engagements.

“AI is getting very good at the parts of recruiting we’ve historically treated as contractor work.”

John Vlastelica

John founded Recruiting Toolbox in 2005, after almost ten years leading corporate recruiting teams at companies including Amazon and Expedia. He co-created Amazon’s Bar Raiser programme, defined the Talent Advisor model much of the industry now works from, and is consistently one of the highest-rated speakers at LinkedIn Talent Connect. He was named a 2026 Talent 100 Honoree.

Resources

Twenty years of playbooks, podcasts and interviews on hiring well. Start with whatever is breaking for you right now.

  • Talent Advisor

    What a talent advisor actually does differently

    Not confidence, not seniority. Four concrete behaviours that separate advisors from order takers, and how to build them.

  • Talent Advisor

    Why your hiring managers ignore the training

    John on the gap between running a session and changing what managers actually do in the room.

  • Talent Advisor

    The intake conversation that changes the hire

    Most briefs are accepted as written. A better intake asks what the role is for before it asks what it needs.

FAQs

The questions Heads of TA ask us before they commit. If yours is not here, ask us directly.

Most programmes run as a half day or full day in person, or two to three live virtual sessions. We recommend a shape once we have seen your interview loop.

Always. We start with a discovery call and build around your real roles, levels and hiring bar. Off the shelf is not what we do.

We cap most sessions at around 20 people so everyone can practise and get feedback. Larger groups run as multiple cohorts.

Yes. Bigger rollouts usually pair live sessions for managers with self paced online modules for everyone else.

It depends on format, group size and how much tailoring is involved. Tell us the shape you need and we will give you a number.

Contact us

Tell us what is not working in your hiring. If we are not the right answer we will say so, and point you at who is.