HR OPERATIONS
Build a structured, effective recruiting function that consistently attracts and selects the right people. From interview process design to candidate experience, we help companies move from reactive hiring to a structured, strategic approach.
Hiring fast isn’t the same as hiring well
A position opens and the scramble begins. The job posting goes up the same day with a generic description. Managers interview candidates with different questions and different standards. The hiring decision comes down to gut feel and who’s available fastest. Three months later, the new hire isn’t working out — and the cycle starts again. Every bad hire costs you 50–200% of that role’s salary in recruiting, onboarding, lost productivity, and the impact on the team left behind. The problem isn’t your people. It’s your process.
Who This Is For
- Companies where hiring is reactive — a position opens, panic ensues, and the first available candidate gets hired
- Organizations with inconsistent interview processes across managers and departments — everyone does it differently
- Companies growing quickly (post-funding, rapid scaling, post-acquisition) that need recruiting infrastructure to keep pace
- HR teams that want to improve quality-of-hire and reduce time-to-fill with data, not just effort
- Companies that have outgrown their recruiter or agency model and need an internal recruiting strategy
- Organizations experiencing high early-tenure turnover — a signal that the selection or onboarding process isn’t working
What We Build
A recruiting function is more than a job posting and an ATS. We build the end-to-end infrastructure that turns hiring from a reactive scramble into a repeatable, measurable process:
- Structured interview guides: Competency-based questions tied to role requirements — so every interviewer evaluates the same things
- Competency-based assessments: Objective criteria for evaluating candidates beyond resume and gut feel
- Hiring manager training: Equipping managers to interview effectively, evaluate consistently, and make better decisions
- Candidate experience redesign: From application to offer, every touchpoint reflects your employer brand
- Sourcing strategy: Where to find the talent you need — beyond posting and praying
- Foundational employer value proposition: A clear, honest articulation of why someone should work here — not corporate marketing speak
Packages
Recruiting Process Audit — $7,500–$12,000
A diagnostic assessment of your current hiring function. Best for organizations that have a hiring process but suspect it isn’t working as well as it should — or that want a clear read before investing in a full build.
What you get: Current-state assessment of the full hiring lifecycle (sourcing through offer), interview process evaluation across departments and hiring managers, analysis of speed, cost, quality, and candidate experience using your existing data, a read on how consistently your interviewers evaluate candidates, hiring manager interviews, and a findings report with a maturity score and prioritized recommendations — whether you engage us for the buildout or implement internally.
Timeline: 3–4 weeks typical. The audit fee credits toward a buildout if you move forward within 90 days.
Structured Hiring Buildout — $13,000–$18,000
The selection core that most improves hiring quality, built for one to three role families. Best for companies whose biggest gap is inconsistent, gut-based interviewing — where every manager evaluates differently and the decision comes down to who’s available.
What you get: Competency frameworks and per-role scorecards for each role family, structured interview guides with scoring rubrics, a panel debrief and decision protocol, and hands-on hiring manager training with live practice — built for your team to own and run.
Timeline: 4–6 weeks typical.
Recruiting Function Buildout — $20,000–$32,000
A full recruiting infrastructure build — the selection core plus the surrounding lifecycle. Best for companies that are scaling, building their first real recruiting function, or replacing an ad hoc process with something that produces consistent, measurable results.
What you get: Everything in the Structured Hiring Buildout, plus: a sourcing strategy and playbook tailored to your roles and market, a foundational employer value proposition statement, a candidate experience redesign across the full lifecycle, a quality-of-hire metrics framework for ongoing measurement, and implementation support with a 90-day follow-up. Includes a base of three role families; additional families are scoped per family.
Timeline: 6–10 weeks typical, depending on the number of role families and complexity.
How It Works
Discovery Call
A free 30-minute conversation to understand your hiring challenges — volume, roles, pain points, what’s been tried, and what success looks like. We’ll recommend the right package and scope.
Current-State Assessment
We review your existing recruiting process end-to-end: job descriptions, sourcing channels, interview process, evaluation criteria, offer process, and candidate experience. We interview hiring managers and review your data (time-to-fill, offer acceptance rates, early-tenure turnover).
Design & Build
For Buildout engagements, we design the recruiting infrastructure — interview guides, assessment frameworks, training materials, EVP content — tailored to your roles, your culture, and your market. Everything is built for your team to own and operate going forward.
Training & Handoff
We train your hiring managers and HR team on the new process, tools, and evaluation methods. The 90-day follow-up ensures adoption and gives us a chance to refine based on real-world usage.
Frequently Combined With
Recruiting is one piece of the talent lifecycle. Clients frequently pair it with:
- Onboarding Program Design — A great hire can still fail if the onboarding experience doesn’t set them up for success. Recruiting and onboarding are two halves of the same equation.
- Compensation Philosophy & Benchmarking — When you’re losing candidates at the offer stage or competing for talent in a tight market, compensation strategy and recruiting strategy need to be aligned.
- HR Department Assessment & Optimization — When recruiting is one of several HR functions that need attention. The HR Assessment identifies which areas to prioritize.
- Inclusive Talent Practices — When you want your hiring process to improve decision quality and reduce bias in how candidates are sourced, screened, and evaluated.
[Placeholder: Add a testimonial from a recruiting strategy engagement. Focus on the shift from reactive to structured — improved quality-of-hire, reduced time-to-fill, better candidate experience, or reduced early-tenure turnover.]
Common Questions
We don’t have a dedicated recruiter. Can we still use this?
Yes — in fact, that’s a common scenario. Many companies in the 50–200 employee range don’t have a dedicated recruiter yet. We build the process and tools so that HR generalists and hiring managers can execute structured, effective recruiting without a specialist. When you’re ready to hire a recruiter, they’ll walk into a system that’s already built.
Do you do the actual recruiting for us?
No — we’re not a staffing firm or search agency. We build the strategy, process, and infrastructure that makes your team effective at recruiting. We design the interview guides, train the hiring managers, and create the evaluation frameworks. Your team (or your recruiter/agency) executes. Think of it as building the machine, not running it.
What’s a “structured interview” and why does it matter?
A structured interview means every candidate for a role is asked the same competency-based questions, evaluated against the same criteria, using a consistent scoring method. Research consistently shows that structured interviews are one of the strongest predictors of job performance — far better than unstructured conversations where each interviewer asks whatever comes to mind. It also reduces the influence of individual bias and gives you a consistent, evidence-based way to compare candidates.
We’re hiring for highly specialized roles. Does this still apply?
Yes. The principles of structured interviewing, competency-based assessment, and candidate experience apply regardless of how specialized the role is. The sourcing strategy will look different for a software engineer than for a regional sales manager — but the process infrastructure is equally important. We tailor interview guides and assessment criteria to each role family.