Recruiting Consulting
We rebuild talent acquisition as an operating system: process, structure, technology, and the recruiters themselves.
Most talent problems are not sourcing problems. They are operating problems: an intake conversation that never happened, a scorecard nobody agreed on, an interview loop with four people asking the same question, a hiring manager who takes six days to give feedback. We go inside the function, find where the losses actually occur, and rebuild it so it performs without us.
What you get
- Time-to-fill cut by rebuilding the process, not by lowering the bar
- Hiring managers and recruiters aligned on one scorecard before a role opens
- An interview loop that produces evidence instead of impressions
- Recruiters who can hold a credible conversation with a senior operator
How recruiting consulting is delivered.
Each of these can be scoped on its own or combined.
Talent Acquisition Diagnostic
Four to six weeks inside your function. We shadow intakes, audit the pipeline stage by stage, interview hiring managers and recent hires, and return a written assessment with a prioritized remediation plan.
Recruiting Process Optimization
We redesign the workflow end to end: intake, scorecards, sourcing motion, interview loop, decision forum, offer. Then we document it so it survives turnover in your team.
Recruiter Team Development
Direct coaching for in-house recruiters on the skills that separate an order-taker from an advisor: running intake, mapping a market, approaching passive talent, and pushing back on a hiring manager.
Talent Acquisition Strategy
Workforce plan to hiring plan. Which roles you build, which you buy, which you should not be hiring at all, and what the function needs to be structured to deliver.
Interview & Assessment Design
Structured, competency-based interview architecture with defined evidence standards and calibrated scoring, the single highest-return fix in most hiring processes.
Written phases. Reported progress. No mystery.
You always know which phase the engagement is in, what is due next, and who owns it.
- 01
Diagnose
Weeks 1–4
We observe the function in operation: live intakes, real pipeline reviews, actual interview debriefs. We also interview hiring managers, recruiters, and people hired in the last year. Data plus what the data cannot show.
- 02
Report
Week 5
A written findings document delivered to leadership: where candidates are lost, what it is costing, and a plan sequenced by return. We name what is broken plainly, including when the problem is a hiring manager rather than a recruiter.
- 03
Rebuild
Weeks 6–14
We work alongside your team implementing the redesign: new intake standard, scorecards, interview loops, decision cadence. Built with your recruiters, not handed to them.
- 04
Embed
Weeks 12–20
Coaching against live requisitions until the new process is the way the team actually works. We measure against the baseline set in week one.
- 05
Transition
Ongoing
Documentation, an internal owner trained to run it, and a scheduled review at 90 and 180 days. The engagement is successful when you no longer need us.
Asked before we begin.
No. Our work is built to make the existing team more effective rather than smaller. Recruiters are usually operating inside a process that was never designed: unclear intake, no scorecard, no authority to push back. Fix the operating conditions and the same team performs differently.
Technology records a process; it does not create one. We have watched organizations implement excellent systems on top of a broken workflow and get faster at doing the wrong thing. We fix the process first, then make sure the tooling reinforces it.
Roughly four to six hours per stakeholder across four weeks, mostly observation of work already happening. We shadow live intakes and debriefs rather than pulling people into new meetings, and we do not need your team to prepare anything.
We baseline in week one: time-to-fill by role family, offer-accept rate, hiring-manager satisfaction, first-year retention of new hires, and stage-by-stage funnel conversion. Every one of those is re-measured at 90 and 180 days against that baseline.
Bring us a consulting problem.
A 45-minute conversation with a principal to establish whether the problem you have described is the problem you actually have, and whether we are the right firm for it.
Or reach us directly at info@2148industries.com