Access and owners before volume
We need approved system access, a named process owner, and an escalation contact before candidates move.
Process
A clear operating rhythm for recurring hiring
Start with the current workflow, make ownership explicit, and improve from evidence gathered in the real funnel. The first scope is deliberately small enough to review.
Five stages
From a messy queue to a standard your team can run
Each stage has an output and a review point. If the output is not usable, we fix it before moving on.
Discovery and current-state map
We document the recurring roles, approved requirements, candidate sources, systems, decision owners, and queues that regularly stall. The output is a working map, not a sales deck.
Bring examples of a recent role, a candidate who went quiet, and a handoff that caused rework. Those examples expose more than a polished process description.
Intake and scorecard
Hiring managers define must-haves, evidence, disqualifiers, and the cases that need human judgment. We test the scorecard against a small sample before it becomes the standard.
A scorecard is not a keyword list. It should tell a reviewer what to ask, what counts as evidence, and when to stop and escalate.
Operating build
We configure the agreed searches, outreach cadence, stage definitions, reminders, access rules, and ATS handoffs. Your named owner reviews the setup before work expands.
If a system cannot support the required record, we document the gap. We do not create a shadow process that your team cannot audit.
Controlled run
The first queue runs with a small batch, a review checkpoint, and a named escalation path. We fix the standard before adding volume or another service.
The first two weeks are for calibration: message tone, screening notes, handoff completeness, and response timing.
Weekly review and handback
A short readout shows queue age, follow-up, feedback delays, open actions, and data gaps. Over time, the standard and the checklist move to your team if that is the goal.
We do not measure success by hours logged. We measure whether the queue is visible, the handoff is complete, and the owner can make a decision.
What we need from you
Four conditions for a useful start
These are not administrative preferences. They are the difference between a documented operating layer and another inbox.
A small first scope
The first queue should be narrow enough to review. Expanding before calibration creates the same mess in more places.
Honest reporting
If the data is incomplete or the process is not ready, the readout says so. We do not fill gaps with invented benchmarks.
A clean boundary
Your team makes employment decisions. We document, coordinate, and escalate.
Process questions
What kickoff actually establishes
The initial scope identifies who approves role requirements, who makes hiring decisions, which systems hold the record, what information can be handled, and how often results and constraints are reviewed.
How long does setup take?
It depends on access, role clarity, and how quickly your owner can review the standard. We agree a bounded start plan instead of promising a fixed launch date.
Can we keep our existing ATS?
Yes, if it supports the record your team needs. We work in the system you approve and document any limitation that affects the process.
What happens in the first week?
We confirm access, owners, the first queue, the scorecard, and the escalation path. Candidate work starts only when those pieces are ready.
How do you handle a process that changes often?
We make the change visible. A stage, question, or ownership change should have an owner and a reason, not arrive as an undocumented surprise.
Can you work with our internal recruiter?
Yes. We can take repeatable operational work so the recruiter spends more time on interviews, manager alignment, and decisions.
Do you offer a trial?
We can start with a bounded first scope and a review point. That is more useful than a free trial that skips setup and quality controls.
Start with the map
Bring one role and one handoff that keeps failing.
We will tell you what we can run, what stays with your team, and what a useful first scope looks like.