In a climate of layoffs, budget scrutiny, and pressure to do more with less, business leaders are being asked to justify every dollar spent on recruiting, and most cannot. We give CHROs, CEOs, and business leaders an objective, evidence-based view of exactly where their recruiting function is losing time and money, and a clear, sequenced roadmap to fix it in four weeks.
Three phases. One clear path from waste to performance.
A structured 10-domain audit that surfaces exactly where time, money, and capacity are being lost, scored on a 1-4 maturity scale with specific evidence for every finding.
A prioritized investment matrix that separates quick wins from strategic investments, sequenced by dependency. Infrastructure first. Operations second. Market expression third.
A 30-60-90 day roadmap that turns findings into action, a sequenced plan with clear ownership, milestones, and success metrics your team can execute starting day one.
10 audit domains. Three distinct layers. One sequenced roadmap.
The diagnostic maps your function across three layers, each with a distinct role and a clear dependency on the layer below it. Fixing Layer 3 before Layer 1 is solid is how organizations waste budget.
EVP, brand messaging, career site, and social presence. Strong employer brands see 50% more qualified applicants and 28% lower turnover.
Is there a defined EVP? Is the career site optimized? Is brand health measured?
Every touchpoint from first awareness through offer or rejection. A poor experience is shared publicly and damages future talent attraction.
Is there a candidate journey map? Are communication SLAs met? What is the candidate NPS?
Content strategy, paid media, events, and campus programs. The intersection of marketing discipline and recruiting strategy.
Is there a content calendar? Are paid channels measured for ROI? Are talent communities nurtured?
Active and passive sourcing channels: job boards, LinkedIn, employee referrals, university partnerships, talent communities.
Source-of-hire data quality, pipeline coverage by role type, diversity sourcing strategies.
Structured interviewing, competency-based evaluation, assessment tools, and calibration practices.
Are structured interview guides used? Is there a calibration process? Are tools validated?
Recruiter-hiring manager partnership quality: intake process, role clarity, feedback loops, and decision velocity.
Intake meeting adoption rate, hiring manager satisfaction scores, time-to-feedback.
Metrics infrastructure: time-to-fill, time-to-hire, cost-per-hire, offer acceptance rate, source quality.
Are core KPIs tracked? Is data used to drive decisions? Is there a reporting cadence?
Defined, documented, and repeatable hiring workflows from intake to offer. Standardized requisition, interview loop design, and offer approval.
Are processes documented? Are SLAs defined? Are workflows consistently followed?
The ATS, CRM, sourcing tools, scheduling platforms, and integrations. Technology is the operational backbone. Without it, data is unreliable.
Is the ATS configured for the actual workflow? Is data clean? Are tools adopted or shelfware?
Legal compliance (EEOC, OFCCP, GDPR), I-9/E-Verify, job description standards, and structured interview governance.
Are JDs legally reviewed? Are structured interview guides in use? Is there a compliance audit cadence?
Where does your organization stand?
The diagnostic compares your metrics against 2025 industry averages and top quartile performers. You will know exactly where you are, and what it is costing you.
Significant savings. No additional headcount required.
In most organizations, 30-40% of recruiter time is consumed by administrative work, rework, and process friction, not actual recruiting. Fixing the system is almost always the higher-ROI decision.
Where the Waste Lives
Consumes roughly 15% of recruiter time. Automation and standardized intake processes eliminate most of this immediately.
Undefined role requirements waste 20-30% of sourcing effort on every role.
Slow feedback extends time-to-fill by 8-12 days on average. Accountability structures fix this.
Working around a broken ATS adds 10-20% more time on manual tracking.
Starting from scratch every time. Talent pipelines cut sourcing time by 25-40% for recurring roles.
A comprehensive report and a sequenced 30-60-90 day roadmap, not a document that collects dust
A clear, board-ready narrative of your current TA function state, key findings, and strategic recommendations.
Each domain scored on a 1-4 maturity scale with specific evidence and diagnostic markers for every finding.
Your recruiting metrics compared against 2025 industry averages and top quartile performers, segmented by company size.
Quick wins vs. strategic investments clearly separated, with estimated effort and impact for each initiative.
Delivered live to your leadership team with Q&A, or prepared for your TA leader to present independently.
The 30-60-90 Day Roadmap
Address critical gaps in process documentation, ATS configuration, and compliance. These are the items that unlock everything else.
Implement structured interview guides, intake meeting protocols, sourcing channel diversification, and metrics dashboards.
Launch EVP development, career site refresh, candidate feedback mechanisms, and talent marketing programs.
Transparent, tiered pricing based on company size and scope
Every engagement is led by a practitioner with 25 years of corporate TA leadership. Delivered remotely by default; on-site sessions available as an optional add-on.
A 25% reduction in time-to-fill for a company making 100 hires per year at $5,475 CPH = $136,875 in annual savings. The diagnostic fee is a fraction of this return.
We are currently accepting a limited number of Founding Client engagements at a preferred investment. In exchange, we ask for a candid testimonial and the opportunity to reference the engagement (with your approval). Mention the Founding Client Program when you reach out.
From kickoff to roadmap in four weeks
- Kickoff call to align on scope and stakeholders
- Stakeholder interviews begin
- Documentation review initiated
- Data request sent
- Remaining interviews completed
- Quantitative data analysis
- Technology and systems audit
- Competitive benchmarking
- 10-domain capability scoring
- Gap analysis and root cause identification
- Investment matrix built
- 30-60-90 roadmap drafted
- Executive Summary Report finalized
- Full Scorecard and Benchmarking Report delivered
- Executive presentation with Q&A
- Roadmap walkthrough
Total time investment from your team is typically 8-15 hours spread across the 4-week engagement.
Frequently Asked Questions
Schedule a free 30-minute consultation. We will discuss your current challenges, walk you through the diagnostic framework, and determine which engagement tier is the right fit. No obligation. No sales pitch.
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