Talent Function Build

Who this is for

Scale-ups spending $40k+ per senior hire through agencies, or running a makeshift recruitment process cobbled together by the founders and People team. Usually the right moment is when you’re hiring 15+ roles per year and the cost-per-hire math starts looking embarrassing.

The problem

Agency-led recruitment is appropriate for rare or executive hires. For repeatable technical and commercial roles, it’s an ongoing tax on growth. The alternative isn’t to stop hiring well — it’s to build the capability in-house, which compounds over time as your team gets better at it.

Most in-house talent functions fail because they under-invest in the infrastructure: no ATS configured properly, no interview process that scales, no hiring manager training. This sprint builds all of it.

What you get

• ATS selection and implementation (if needed) or configuration of your existing tool
• Recruiter sourcing and screening playbook
• Role-specific interview frameworks for your most common hire types
• Hiring manager training (structured interviews, bias awareness, decision-making)
• Offer process and candidate experience standards
• Metrics dashboard (time-to-fill, source of hire, offer acceptance rate, quality of hire)
• Internal referral program design
• 12-month operational playbook

How it works

8–14 weeks
Weeks 1–2	current-state audit, ATS assessment, process design
Weeks 3–5	ATS implementation and configuration
Weeks 6–8	interview framework build and hiring manager training
Weeks 9–12	live hiring support and calibration
Weeks 13–14	handover, documentation, and metrics baseline (if 14-week engagement)

Duration depends on ATS complexity and number of active roles at engagement start.