TA leader coaching.

Retainer-based support for heads of talent acquisition, recruiting directors and TA managers. Decision support in real time, on the problems you cannot take to your own team.

The higher you go, the fewer people you can think out loud with.

No sounding board

Your team wants direction and your executives want conclusions, so the thinking happens alone at 11pm.

The case does not land

You know what the function needs, but the argument keeps getting heard as cost.

Expensive, irreversible calls

Org design, outsourcing, tooling and headcount, each hard to undo once announced.

How the coaching actually works.

A typical retainer is two to four hours a week. One or two of those are live; the rest is research and preparation so the live time is spent on judgement rather than catching up.

Step 1

Set the priorities

What is genuinely on your plate this quarter, and which parts only you can do.

Step 2

Work the live problems

The business case, the restructure, the executive conversation or the metric that keeps being ignored.

Step 3

Prepare properly

Analysis, drafting and research done between sessions, so you arrive with something built.

What you get out of it.

Aimed squarely at the parts of the job you cannot hand to anyone else.

Strategy refinement

A plan that holds up when finance asks the second question.

Business case development

Investment framed the way your executives actually buy.

Org structure advice

How to shape the function for the hiring you really do.

Metrics preparation

What to show, what to leave out, and what it means.

Executive readiness

Preparation for the conversations that set your credibility.

Program deployment

Rollouts planned so they are adopted rather than announced.

Communications

The message to your team, your peers and your leadership.

An honest second opinion

Someone outside your reporting line who will say when you are wrong.

How the retainer runs.

Live coaching

One to two hours a week of video time on what is live for you now.

Offline work

Two to three hours of research and preparation behind each session.

Between sessions

The short questions that come up when they come up.

Most TA leaders are one good conversation away from a much better decision.

Twenty years coaching talent leaders through org redesigns, executive reviews and first ninety days.

Teams who changed how they hire.

Quotes from the teams who have run this programme.

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

FAQs

The questions buyers ask before committing. Replace with the ones you actually get.

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

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

We cap most sessions near 20 so everyone practises and gets feedback. Larger groups run as multiple cohorts.

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.

You keep the guides and scorecards. Most teams add a follow-up once the new process has run a few real loops.

Free tools to start with.

Three diagnostics you can run on your own hiring this week, before you talk to anyone, including us.

  • Hiring Manager Maturity Model

    A self assessment that shows where your hiring managers actually sit today, and what moving them up a level would be worth.

    Get the download

  • Talent Advisor Self-Assessment

    Two diagnostic guides to check whether your recruiters are really operating as talent advisors, or just taking orders faster.

    Get the download

  • Interviewing Effectiveness Diagnostic

    A diagnostic you can run on your own interview loop this week, built from work with thousands of hiring managers.

    Get the download

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.