We build the internal hiring function behind your growth: recruitment process design, ATS implementation, hiring manager training and the reporting that proves it's working — so you stop paying agency percentages on every hire.
Engagements are modular. Some clients need one workstream (usually an ATS or interview process), others need the full function built from zero.
We map your current hiring journey end to end, cut the stages that add cost but no signal, and rebuild it into a structured, repeatable process with clear owners, SLAs and decision points.
We select and configure the applicant tracking system that fits your size and budget, migrate your data, and build the pipelines, templates and automations your team will actually use.
Most hiring problems are manager problems. We train your leaders to write sharp briefs, run structured interviews, assess fairly and close candidates with confidence.
You cannot fix what you cannot see. We instrument your funnel so you know time-to-hire, source quality, drop-off points and cost per hire — and what to do about each.
From your first in-house recruiter to a full team: org design, role scoping, comp benchmarking, interview loops for recruiters and a handover that leaves you self-sufficient.
We sharpen how your company shows up to candidates — messaging, careers page, job adverts and outbound narrative — so the right people apply and the wrong ones self-select out.
Two weeks of interviews, funnel data review and tooling audit. You get a written picture of where hiring leaks time, money and candidates.
A prioritised plan: the process, tooling, roles and training to put in place, sequenced by impact and effort, with costs and owners attached.
We implement it with you — ATS configured, workflows live, scorecards written, managers trained, dashboards reporting.
Documentation, playbooks and enablement so your team runs it without us. We stay available for review checkpoints.
We work with founders, COOs and People leads who are scaling faster than their hiring process can handle — and who'd rather own the capability than rent it from an agency.
We design and build the hiring engine behind your recruitment: the process, the tooling, the interview scorecards, the employer brand and the data that tells you whether it is working. Unlike an agency, we are not paid per placement — we are paid to make your internal hiring work without us.
An agency sends you CVs for one role at a time on a percentage-of-salary fee. A consultancy fixes the system: process design, ATS implementation, hiring manager training and reporting, so every future role is faster and cheaper to fill.
A focused diagnostic and process redesign typically runs four to six weeks. A full TA function build-out — ATS, workflows, scorecards, employer brand, training and handover — usually takes three to six months depending on hiring volume.
Yes. Most of our clients are Seed to Series C companies in tech, data, AI and iGaming who are hiring their first in-house recruiter or trying to move away from expensive agency spend.
We are platform-agnostic and implement the system that fits your size and budget — including Greenhouse, Ashby, Teamtailor, Workable and Recruitee — then configure pipelines, scorecards, templates and reporting around it.
Practical guides from the work behind our talent acquisition consultancy engagements.
The six phases from first hiring plan to a self-sufficient internal TA team.
Read articleSelection, configuration, migration, integrations and adoption in one checklist.
Read articleThe structured interviewing format that turns inconsistent panels into reliable decisions.
Read articleTell us where hiring hurts. We'll come back within one business day with an honest view of what to fix first — whether or not you work with us.
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