Nobody learns to hire well from a slide deck about hiring well.
John designs the curriculum and practitioners who have run talent teams deliver it. Every session is built from your real roles, your levels and your actual interview loop, so people practise on the hiring they do on Monday.
Find your program
Hiring training for everyone at every level
Every program is built for a specific role and a specific gap. Pick who you’re trying to improve, and we’ll show you where to start.
Designed by John. Delivered by practitioners
John designs the curriculum. Practitioners who have run talent teams deliver it.
- Every session is built from your real roles, levels and interview loops.
- You leave with artefacts your team uses, not theory they forget.
- We tell you straight when training is not the answer.
“What are we actually paying recruiters to do?”
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.
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.
Why train with Recruiting Toolbox
Most training teaches interviewing in the abstract. Ours is built from your roles, your loops and your hiring bar.
| Feature | Recruiting Toolbox | Other training |
|---|---|---|
| Who is in the room | ||
| Years training corporate talent teams | 20+ | Varies |
| Led by practitioners who have run talent teams | ||
| Trainers who hired at Amazon, Expedia and Starbucks | ||
| Maximum group size | 20 | 100+ |
| How the program is built | ||
| Discovery before design, not an off-the-shelf deck | ||
| Built around your real roles and interview loops | ||
| Your own scorecards and interview guides as an output | ||
| Practice on live open roles | ||
| How it is delivered | ||
| Delivery formats available | 3 | 1 |
| In person | ||
| Live virtual, in short modules | ||
| Self-paced online, 100+ videos | ||
| Contact us | ||
Teams who changed how they hire.
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
Start improving before you even talk to us.
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.
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.
