A five-step ladder for in-house recruitment teams that need more than tools.
Diagnose, build, manage, hire, train. Used together or independently. Each engagement stands on its own. The Audit is most commonly the first step; the rest of the ladder is sequenced from there as the engagement requires.
Start with the Audit →Why Services pages don’t show pricing.
Services scope flexes against sector, hiring volume and the specific problem in front of you. Showing a number first asks buyers to self-qualify against the wrong dimension.
Pricing is established in a discovery call against scope. That’s also where Audit credit, ladder sequencing and project versus retained shape get decided.
Five engagements. Five clean handoffs between them.
Diagnose → Build → Manage → Hire → Capability. The order matters when the engagements compound; the order doesn’t matter when they don’t.
Recruitment Marketing Audit
Workforce Engine
Recruitment Marketing
Recruitment Consultancy
Training & Mentoring
Three example journeys. The shape of the engagement follows the shape of the problem.
Diagnostic identifies the structural gaps. Engine builds the infrastructure those gaps were hiding. This is the path the ladder is built around.
Retained recruitment marketing director, 2 to 4 days a month, covering the six areas. For organisations where the build is done but the strategic ownership isn’t.
Placement from the network. Capability transfer so the new hire lands with their team already on the same page. Optional follow-on Audit at month six.
Numbers from the operating roles that shaped the methodology.
Three buyer profiles. One specialism behind the engagements.
Heads of TA at high-volume hiring orgs
Where the volume has outgrown the playbook. Brief: stop the leakage between application and offer; rebuild the channel mix; own the pipeline.
HR Directors building or rebuilding a recruitment function
From-scratch builds and post-restructure rebuilds. Engine + retained Marketing covers the first 12 months.
Marketing leads handed responsibility for employer brand
Marketing leadership without a recruitment background, owning a function that doesn’t fit the marketing playbook. Audit + Training is the usual start.
Need to know what AI assistants tell candidates about you?
That’s SetpointHQ Pro, a separate longitudinal service for the employer-brand visibility layer. Five dimensions, scored against a published rubric, tracked over twelve months.
Talk to us about Pro →Start with the Audit. Or talk through whichever step fits.
Discovery calls are 20 minutes, no pitch deck. The output is a written one-pager confirming whether, and where, SetpointHQ Services is the right call.