The recruiters are rarely the problem. The system is.
No agreed operating model
Nobody can say who owns what, so work falls between recruiting, HR and the hiring manager.
Metrics nobody acts on
Time to fill reported every month, and no decision has ever changed because of it.
Process by habit
Steps that exist because they always have, each adding days and none adding signal.
How the work actually runs.
Four phases, with roughly a month of discovery at the front. We start by reading what you already have rather than by telling you what other companies do.
Step 1
Align on the focus
Agree what we are actually solving, which parts of the function are in scope, and what a good outcome looks like to your executives.
Step 2
Understand the current state
Reports and metrics reviewed, stakeholders surveyed, and focus groups with recruiters, executives, department leaders, finance and recent hires.
Step 3
Assess and recommend
Gaps measured against what the business actually needs next year, then a prioritised set of recommendations with the tools to run them.
What you walk away with.
A written report your team can act on, plus the artefacts to act with.
An operating model
Who owns what across recruiting, HR and the hiring manager, written down.
Recruiting processes with SLAs
Each step with an owner and a time, and the ones that add nothing removed.
A metrics framework
A small set of numbers that answer questions the business is actually asking.
Sourcing strategy
Where your people actually come from, and where to spend next.
Team capability view
What your recruiters can do today and what they need to be able to do.
Tools and templates
Intake guides, scorecards and trackers your team will use rather than file.
A prioritised plan
Sequenced by impact and by what you can realistically absorb.
Stakeholder support
Help presenting the recommendations to the people who have to fund them.
How an engagement runs.
Discovery
Roughly a month. Reports, metrics, surveys and focus groups with the people who actually hire.
Design
We draft the model, the process and the metrics, then pressure-test them with your leaders.
Handover
Recommendations, tools and templates, with support for the stakeholder presentations.
Teams who changed how they hire.
Quotes from the teams who have run this programme.
Amazon.com
Feedback was great, professional, entertaining, and respectful of their intelligence and time.
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
Free tools to start with.
Three diagnostics you can run on your own hiring this week, before you talk to anyone, including us.
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.
