Talent Acquisition Maturity Assessment

A 5-minute diagnostic that scores your Talent Acquisition operations across several dimensions from intake alignment to offer closing. You'll get a visual scorecard with prioritised and actionable recommendations you can use in your next leadership meeting.

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Intake & Hiring Alignment

This section looks at how new roles get started and how your TA team and hiring managers stay aligned throughout the search.

How do new roles typically get kicked off between hiring managers and your TA team?

The hiring manager sends over a JD and we start sourcing from thereWe have a conversation with the hiring manager before sourcing — it's informal and varies by recruiterWe run a structured intake for every role — must-haves, nice-to-haves, and comp range are agreed before sourcing beginsEvery role has a signed-off success profile, calibration criteria, and clear ownership before sourcing starts

Halfway through a search, the hiring manager's priorities shift. What happens next?

We usually find out when the shortlist gets rejected and have to restartThe hiring manager lets us know and we adjust on the flyWe have regular check-ins throughout the search, so shifting priorities get surfaced as they come upShifts are caught early through structured check-ins, the brief is formally updated, and the panel is realigned before continuing

When you send a shortlist to a hiring manager, what does the feedback process look like?

We follow up when we can — response time varies a lot by hiring managerWe agree a rough timeline on the intake call — we chase if it slipsThere's an agreed turnaround time for shortlist review and we track whether it's being metFeedback expectations are built into the process from day one — delays are visible and measured