The gap is rarely effort. It is standing.
The intake is an order form
The role arrives already decided, so the only conversation left is about speed, and the recruiter never gets to shape what good looks like.
Evidence never makes it into the room
The market data exists, but it is sent as an attachment rather than used to change a hiring manager’s mind.
Push-back reads as obstruction
Without a shared method, challenging a manager feels personal, so most recruiters stop trying and quietly absorb the bad brief.
What the training actually works on.
Three moves, in order. Technique without standing gets ignored, so we start with how the relationship is framed and finish with live intakes on roles your team is hiring right now.
Step 1
Reset the relationship
How to open an intake so you are consulted rather than instructed, and how to earn the right to ask the harder questions before the req is signed off.
Step 2
Bring evidence, not opinion
Turning market and pipeline data into an argument a hiring manager acts on, including how to say no to a brief that will not fill.
Step 3
Practise on live roles
Your recruiters run real intakes with feedback, then keep the question sets and the data one-pagers they built in the session.
What your team walks away with.
Artefacts your recruiters keep and use the next morning, not a deck they file.
A repeatable intake
One structure every recruiter runs, so the quality of a brief no longer depends on who took it.
Language for pushing back
Word tracks for the conversations recruiters currently avoid, tested in the room.
A market evidence pack
How to assemble and present the data that moves a manager off an unrealistic brief.
Stakeholder mapping
Who actually decides, who influences, and where the recruiter needs to be early.
A shared definition of good
Agreed with the manager up front, so screening and debriefs stop drifting.
A brief worth working
How to qualify a role before it opens, and how to decline one that will not fill.
Market reading that lands
Turning supply, salary and competitor data into a point of view rather than a report.
Confidence that holds
Practice under pressure, so the method survives the first difficult manager.
Delivered however your teams work best.
In person
Full group in a room, working on your live roles. Best for a team you can get together.
Live virtual
Two to three shorter live sessions across time zones. Best for teams spread across regions.
Online, self-paced
Self-paced modules for people who need the method without a scheduled session.
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.