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Services · Step 01 · Diagnose · Fixed scope

The Recruitment Marketing Audit.

Seven areas audited. One prioritised action plan. One 60-minute debrief call. Delivered in seven working days from kickoff. No scope creep, no theatre.

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The shape

Fixed scope. No surprises.

You know the fee, the deadline and the deliverable before we start. The detail level inside each area scales to your hiring volume and channel mix; the scope doesn't move.

  • Delivery7 working days
  • Fee£999 fixed
  • Areas covered7 areas
  • OutputWritten audit + 60-min debrief
  • EngagementOne-off · fixed
  • SequencingCredit toward Workforce Engine
  • Careers-site flexIncluded where relevant

How it works

Three steps. Seven working days.

01 · Intake

A 30-minute kickoff.

Access to your careers site, ATS reports, recent media spend lines and any open vacancies. You send a one-page brief; we send a one-page confirmation back.

02 · The audit

Seven areas, evidenced.

Worked through against the published rubric, with evidence captured for every finding: screenshots, ATS exports, channel-mix data, competitive benchmarks. No assumptions.

03 · The debrief

A report and a call.

A written report, typically 30 to 40 pages with the prioritised action plan up front, plus a 60-minute debrief. You leave with a plan you can execute in-house or take into the Workforce Engine.

The seven areas

What gets audited.

A consistent rubric across all engagements. The detail inside each area scales to your hiring volume and channel mix.

  1. Area 01

    Job ad performance & channel mix

    Where the spend is going, and where it should be going. Real cost-per-application by channel; click-through and conversion benchmarks against sector.

    Job board breakdown · paid social · ATS-fed aggregators · direct careers-site spend

  2. Area 02

    Employer brand & candidate experience

    How candidates experience your brand end to end. Time-to-first-touch, transparency of process, after-application drop-off, and whether the EVP matches the reality of working there.

    5 candidate-journey walkthroughs · Glassdoor signal review · careers-site copy audit

  3. Area 03

    Hiring infrastructure & process

    ATS configuration, screening, automation gaps. What the system is surfacing versus what it should be, and where the leakage between application and offer is hiding.

    ATS funnel report · stage-by-stage drop-off · rejection-reason taxonomy

  4. Area 04

    Talent pipeline & ownership

    What you own versus what you rent from boards and agencies. Pipeline coverage of upcoming hiring, talent-community health, agency dependency by role family.

    Talent CRM review · agency-cost ratio · pipeline-by-vacancy analysis

  5. Area 05

    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.

    12-month spend reconciliation · ROI by channel · agency-vs-direct line items

  6. Area 06

    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.

    Competitor channel-mix review · EVP differential analysis · candidate-shared-set benchmarking

  7. Area 07

    AI visibility & citation

    Whether ChatGPT, Claude, Gemini and Perplexity name you when a candidate asks who to work for, and what is stopping them. A point-in-time reading on the same five dimensions The SetpointHQ Index publishes, benchmarked against its 100-brand cohort.

    Citation likelihood · schema completeness · knowledge graph · LLM crawlability · social signal, across all 4 assistants

Flex scope · where relevant

The scope flexes to include careers-site work where it matters: a careers-site audit, a redevelopment plan, or an improvement plan, scaled to where your primary weakness sits. Hands-on experience of managing careers sites translates the findings into a prioritised, costed plan.

What you receive

A written audit, a debrief, and a plan you can execute on Monday morning.

Output 01

The 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

Output 02

The 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

After the audit

Most engagements continue. None are obligated to. If the recommendations are best executed in-house, that's the recommendation, and the fee credits toward a Workforce Engine build if you go that way. Either way, the report is yours.

Or ask your AI

See what AI tells candidates about you.

Send ChatGPT or Claude one message. It asks itself 8 questions a candidate or client would ask about your organisation, grades the answers, and shows you where the gaps are. Nothing reaches us unless you approve it.

Open in Claude Open in ChatGPT

About 5 minutes. See how it works and read the instructions.

Start here

£999. Seven working days. No obligation after.

Ready to go

Book the audit.

A 30-minute kickoff gets it moving. The report and debrief land inside seven working days.

Book the audit

Not sure it's the right step

Twenty minutes, no pitch deck.

Tell us what's in front of you. If the audit isn't the right first move, we'll say so on the call.

Book a call

See the ladder

Where this fits.

Step 01 of three. What we find here becomes the build list for Step 02 and the measurement baseline for Step 03.

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