Recruitment Advisory
Is your hiring process helping you hire, or getting in the way?
The situation
Hires that take too long. Candidates lost between two interviews. Decision-makers who don’t agree.
Our approach
- The end-to-end flow: need, sourcing, selection, offer, onboarding.
- Interview structure, scorecards, the role of hiring managers.
- The candidate journey: response times, communication, drop-outs.
- Stakeholder alignment and decision-making.
- The numbers: time-to-hire, stage conversion, attrition, friction.
What you get
Findings, breaking points and a prioritised action plan, with a follow-up at three months.
Scope
- Organisations that hire regularly
- In-house talent acquisition teams
- Leadership teams that want to rely less on outside firms
- Recruitment function audit
What it is not
A process, not a role.
The Search Diagnostic deals with one role that is not being filled. Recruitment Advisory deals with the way you recruit, across roles.
Not a search.
No candidate is approached. The object is your flow: need, sourcing, selection, offer, onboarding.
Not a report without follow-up.
Findings, breaking points and a prioritised action plan, then a follow-up at three months.
Frequently asked questions
What is the assessment based on?
The end-to-end flow, interviews and grids, the candidate journey, decision-maker alignment and your indicators: time, conversion, attrition, friction.
How is it different from the Search Diagnostic?
The diagnostic covers one specific role and measures the market. The advisory covers your recruitment process.
What happens after the report?
A follow-up at three months on the action plan.
Is your process slowing your hiring down?
Tell us where candidates are being lost. We will tell you what an outside view can change.
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