TALENT LIFECYCLE · RECRUITING

Recruiting that gets better over time, instead of just faster with the same mistakes.

Most recruiting tools are installed on top of the process that was already losing candidates. We design the process first, then configure the platform to run it. The difference shows up in the numbers within the first quarter.

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A 22-field application on a new system is a 22-field application that loses candidates more efficiently.

40% less abandonment. 25% faster routing. 30% less manager time on unqualified applicants.

Approximate

and modest on purpose

THE SITUATION

The situation

"Every open role is urgent, and I can't tell you where the good candidates are dropping out."

You know the symptoms: a manager who needed the job posted yesterday, an application nobody has looked at in months, qualified people who started applying and never finished, and no report that shows any of it without an export to Excel.

PROCESS FIRST

What the method designs

STAGE 1

A short application.

A 22-field application on a new system is a 22-field application that loses candidates more efficiently. We design the shortest application that still screens, and let the rest come later in the process.

STAGE 2

Screening tuned to the role's real requirements.

Knockout questions written from what the job actually needs, so recruiter and manager time goes to qualified candidates.

STAGE 3

A clear path from applicant to hiring manager.

Who sees what, when, and what happens next, with a position-specific evaluation so feedback lands in the record instead of a hallway conversation.

STAGE 4

The employer story, where candidates look.

Where you live on the internet, what your career page says, and why someone should work here. Job marketing is part of the process, not an afterthought.

PLATFORM SECOND

What the platform then runs

A branded career portal on your website and a mobile apply flow, with the candidate's account created during the process instead of before it. Runs on a locked-down PC at the plant entrance just as well as a phone.
The option to post to the right boards from more than 25,000, with direct connections to Indeed, LinkedIn, ZipRecruiter, CareerBuilder, Monster, and Dice, plus an employee referral portal.
Requisition approvals routed through your actual chain, one click each.
Resume parsing that accepts nearly any format, including images, and produces clean, searchable PDFs. Prior qualified candidates stay in a searchable pool for the next opening.
Structured interviews with manager feedback captured in the applicant record.
Through integrated partners, inside the same workflow: one-way video interviews, pre-hire assessments, background screening including the exclusion-list screening healthcare employers require, and Work Opportunity Tax Credit processing.
Offer approval, offer letter generation, and native electronic signature. No per-envelope fees.
EEO self-identification and OFCCP applicant-flow reporting.
A signed offer triggers onboarding automatically, carrying everything recruiting collected. Nothing is re-keyed.

PROOF

The numbers we'll defend

40% less application abandonment

the short, redesigned application

25% faster candidate routing to hiring managers

the applicant inbox and position-specific evaluation

30% less manager time on unqualified applicants

screening questions tuned to the role

Approximate, and modest on purpose. Each traces to a specific design change.

Already have an ATS?

Bring it. Sometimes the honest conclusion of a first session is that your system is fine and your process isn't. We do some of our best work on other people's software.

Bring one open role. We'll show you where it's leaking.

The Talent Improvement Session is free, runs about 60 minutes, and is not a demo. Within 48 hours you get your Talent Improvement Plan. And nobody will chase you afterward.

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