A complete Recruitment Marketing Audit Report.
Six areas audited. One prioritised action plan. One 60-minute debrief call. Delivered in 7 working days from kickoff. No scope creep, no theatre, no SEO-friendly fluff.
Three steps. Seven working days. One written report and one debrief call.
Intake
30-minute kickoff call. Access to your careers site, ATS reports, recent media spend lines and any open hiring vacancies. You send a one-page brief; we send a one-page confirmation back.
The audit · 7 working days
Six areas worked through against the published rubric. Evidence captured for every finding: screenshots, ATS exports, channel mix data, competitive benchmarks. No assumptions.
Written audit + debrief
Written report (avg. 30 to 40 pages, prioritised action plan up front) plus a 60-minute debrief call. You leave with a plan you can execute in-house or take to the Workforce Engine engagement.
What gets audited.
A consistent rubric across all engagements. The detail level inside each area scales to your hiring volume and channel mix.
Job ad performance & channel mix
Where the spend is going. Where it should be going. Real cost-per-application by channel; click-through and conversion benchmarks against sector.
Employer brand & candidate experience
How candidates experience your brand end-to-end. Time-to-first-touch, transparency of process, after-application drop-off, alignment between the EVP and the reality of working there.
Hiring infrastructure & process
ATS configuration, screening, automation gaps. What the system is surfacing versus what it should be surfacing. Where the leakage between application and offer is hiding.
Talent pipeline & ownership
What you own versus what you rent from boards and agencies. Pipeline coverage of upcoming hiring; talent-community health; agency dependency exposure by role family.
Spend efficiency & ROI
Cost-per-application, cost-per-hire, true ROI by channel and role family. Where every pound in the budget is earning its keep, and where it isn’t.
Competitive positioning
How you stack against your real hiring competitors, not your industry competitors. The ones bidding for the same candidate set in the same postcodes for the same shifts or hours.
Careers-site work, included where it matters.
The Audit scope flexes to include careers site work where relevant: a careers site audit, a redevelopment plan, or an improvement plan, scaled to where your primary recruitment-marketing weakness sits. The Careers Site Auditor powers the analysis; twenty years of managing careers sites translates findings into a prioritised, costed plan.
A written audit, a debrief call, and a plan you can execute on Monday morning.
Written Audit Report
- 30 to 40 pages, prioritised actions up front
- Evidence captured for every finding
- Costed and sequenced action plan
- Methodology and rubric appendix
- Yours to share internally without limitation
60-minute debrief call
- Direct with the practitioner who wrote the audit
- Recorded for internal circulation
- Q&A focused on next-step sequencing
- Optional follow-on workshop with your team
- Written one-pager summary issued afterwards
AI visibility a separate concern?
SetpointHQ Pro is a separate, longitudinal audit programme for that specific layer. The Recruitment Marketing Audit and Pro are siblings, not steps. They answer different questions.
Two ways to start a conversation.
Discovery calls are 20 minutes, no pitch deck. Same call whether you want to book the Audit straight away or sense-check whether it’s the right call for your setup.