Stop renting talent.
Start owning your pipeline.
A complete candidate acquisition infrastructure — designed, built and handed to you. No ongoing retainer. No agency dependency. Just a system that works.
Most organisations hiring at volume are running the same broken playbook.
Perpetual job board spend
You pay for every application, every month, forever. Stop spending and the pipeline dries up overnight.
Starting from zero, every time
No owned talent community means every vacancy is a cold start. You’re competing for the same candidates as everyone else.
No visibility on what’s working
Cost-per-hire, cost-per-application, quality-of-hire — most TA teams can’t answer these questions. You can’t optimise what you can’t measure.
Weak employer brand
Generic careers pages and copy-paste job ads don’t attract — they filter out. The best candidates self-select out before they even apply.
Everything you need to attract and own candidates — without the dependency.
The Workforce Engine covers every layer of your candidate acquisition infrastructure. We scope, design and build it. Your team runs it from day one — or we document it so thoroughly they can.
Employer Brand Development
EVP definition grounded in what your actual employees say. Careers page strategy, visual identity guidelines and a tone of voice that attracts the people you actually want to hire — not just anyone.
Talent AttractionJob Ad Strategy & Templates
High-converting, SEO-optimised job ad templates for your ten most common roles — built to rank organically, convert cold readers and qualify out time-wasters before they apply.
Candidate AcquisitionChannel Mix & Media Plan
The right channels for your roles, sector and budget. We map where your candidates actually spend time — not where it’s convenient to post — and give you a budget allocation built to perform.
Recruitment MarketingATS Configuration & Automation
Screening workflow design, candidate journey mapping and automation setup inside your existing ATS. Cut admin overhead, eliminate bottlenecks and stop letting good candidates fall through the cracks.
Process & TechTalent Pipeline Architecture
Build an owned candidate community so you stop starting from zero every time a vacancy opens. We design the nurture strategy, opt-in flows and re-engagement sequences that keep warm talent warm.
Pipeline OwnershipPerformance Dashboard
Track cost-per-hire, cost-per-application, source quality, time-to-offer and pipeline health — in one place. Built in your existing reporting stack so there’s no new tool to learn.
AnalyticsTeam Training & Handover
Full playbook documentation and live training sessions so your team can run the system independently from day one. The IP is yours. We’re not building a dependency — we’re removing one.
EnablementRecruitment Marketing Audit
Before we build, we diagnose. Every Workforce Engine engagement begins with a full audit of your current candidate acquisition setup — so nothing gets rebuilt that didn’t need fixing.
Included FreeFrom brief to handover in three stages.
No drawn-out retainer. No ambiguous scope. A defined project with a clear start, a fixed deliverable and a clean handover.
Discovery & Audit
We begin with a deep-dive into your current state — existing channels, job ads, ATS config, employer brand, and hiring data. We identify what’s broken, what’s working and where the biggest leverage is.
Design & Build
We design every layer of your candidate acquisition infrastructure and build it with your team. Employer brand, templates, channel plan, ATS workflows, pipeline architecture and performance tracking — all scoped to your organisation.
Train & Hand Over
We hand over a fully documented playbook and run live training with your TA team. Everything is built to be owned and operated internally. The system is yours — no ongoing dependency required.
What a working candidate acquisition system actually delivers.
These are the numbers that matter. Not impressions or click-through rates — actual hiring outcomes from organisations that have fixed their infrastructure.
The Workforce Engine is built for organisations with a real hiring problem.
Not the organisations who need one hire a year. The ones where TA is genuinely operationally critical — and where the current approach isn’t keeping up.
High-volume hirers
Logistics, retail, healthcare, hospitality, care — organisations hiring 50+ people a year who need a system, not a spreadsheet and a job board account.
In-house TA teams
You have the team. You don’t have the infrastructure. We build the system your recruiters can actually run — and train them to do it well.
Businesses exiting agency dependency
You’re spending a significant chunk of revenue on agency fees or job board subscriptions. You know it’s not sustainable. The Workforce Engine is the alternative.
Scaling businesses
Your headcount plan for the next 12–24 months is ambitious. Your current hiring process wasn’t designed for scale. Now it will be.
HR leaders under pressure
If your board is asking why cost-per-hire is rising and quality-of-hire is declining, the answer isn’t working harder. It’s a better system.
Organisations in hard-to-fill sectors
Difficult labour markets need smarter talent attraction strategy. An owned pipeline and a strong employer brand are the sustainable edge.
What you get instead of the same broken playbook.
| Capability | Traditional Approach | Workforce Engine |
|---|---|---|
| Owned candidate pipeline | ✗ | ✓ |
| Defined cost-per-hire tracking | ✗ | ✓ |
| Differentiated employer brand | ✗ | ✓ |
| Optimised ATS & automation | ✗ | ✓ |
| Team runs it independently | ✗ | ✓ |
| Fixed project, no monthly retainer | ✗ | ✓ |
| Talent pipeline pre-warming | ✗ | ✓ |
What people ask before they book.
Most engagements run 10–12 weeks from kickoff to handover. The exact timeline depends on organisation size, the complexity of your ATS environment and how many roles we’re templating for. We’ll give you a fixed timeline as part of your scoping call — not a vague estimate.
No. We work within your existing ATS, CRM and reporting stack wherever possible. If there are genuine gaps we’ll flag them — but we don’t have commercial relationships with software vendors and have no incentive to upsell you on tools you don’t need.
That’s fine. We’ve built Workforce Engines for organisations at various stages — from solo HR managers doing all the hiring themselves, to teams of 10+ recruiters. The system scales to match the resource you have.
A retainer builds dependency. We build capability. When we hand over, your team can run everything we’ve built without us. There’s no ongoing fee, no lock-in and no incentive for us to make you need us again — the goal is to make our involvement redundant.
Yes. The Recruitment Marketing Audit is a standalone service. Many clients use it to understand exactly what needs fixing before deciding whether to build in-house or with our help. It also forms the foundation of the Workforce Engine if you choose to proceed.
We have the most experience in high-volume hiring sectors — retail, logistics, care, hospitality and light industrial. But the fundamentals of candidate acquisition infrastructure apply anywhere you’re hiring more than 30–40 people per year. Book a call and we’ll tell you honestly whether we’re the right fit.
Fixed scope. Fixed price. No surprises.
Workforce Engine pricing is scoped to your organisation — size, sector, ATS complexity and the number of roles we’re templating for. We give you a fixed quote after a 30-minute discovery call. No vague estimates, no day-rate ambiguity.
Done-For-You Candidate Acquisition Infrastructure
Fixed-fee project. Scoped to your organisation. One-time investment — not an ongoing cost.
30-minute discovery call. No obligation. We’ll tell you honestly if it’s not the right fit.
Your next 100 hires shouldn’t start from zero.
Book a 30-minute discovery call. We’ll look at what you’re working with and tell you honestly what it would take to fix it.
No pitch deck. No commitment. Just an honest conversation about your hiring.