A complete candidate acquisition infrastructure. Built once, owned forever.
Discovery, architecture, build, train, handover. 6 to 12 weeks, fixed scope, fixed deliverable, and at the end your team owns the system. We're not a retained agency you have to re-hire next year.
Workforce Engine build5 phases, 6 to 12 weeks
- Discovery How hiring works today Done
- Architecture Costed, sequenced, signed off Done
- Build Weekly demos In progress
- Train 3 to 5 working sessions Not started
- Handover Playbook and final demo Not started
7 modulesOwned by you at handover
What's included
7 modules. One coherent system.
Every module ships with documentation, and your team owns the data and the configuration from day one. The deliverables below are the contract, not the brochure.
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Module 01 · Build
Channel mix architecture
Where the budget goes, why it goes there, and what the bid-and-spend rhythm looks like by role family. Removes agency dependency by design.
Channel mapping by role family · spend pacing model · direct-versus-rented balance
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Module 02 · Build
Careers-site rebuild plan
A costed, sequenced plan for the careers-site work. Implementation by your dev team or our network, yours to direct either way.
Page-level wireframes · conversion + schema spec · sequenced rollout plan
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Module 03 · Build
ATS configuration
Stage taxonomy, rejection-reason taxonomy, automation rules and reporting structure, so the system surfaces bottlenecks rather than hides them.
Stage + rejection taxonomies · automation rule set · reporting view library
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Module 04 · Build
Talent CRM & pipeline ownership
Pipeline that you own, not one rented from the boards. Cohort definitions, nurture cadence, source attribution and forecasting.
Cohort taxonomy · nurture cadence + content kit · forecasting workbook
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Module 05 · Build
EVP & employer brand kit
An EVP rooted in the actual day-to-day reality of working there, plus the asset kit that lets recruiters and marketers ship consistent campaigns without a creative agency.
EVP framework + proof statements · asset kit (copy, layout, imagery) · brand guardrails
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Module 06 · Build
Reporting & cost-per-hire dashboard
One dashboard. Real cost-per-application and cost-per-hire, visible to leadership, so budget defence becomes budget growth.
Source-of-truth data model · cost-per-hire dashboard · leadership reporting pack
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Module 07 · Train
Team capability transfer
The module that makes the other 6 stick. 3 to 5 working sessions across the build, intensifying in the final fortnight, so your team knows why every configuration choice was made and how to evolve it. Your team owns the system before handover, not after it.
Working sessions across the build · run-the-system playbook · final demo + handover
What changes
3 outcomes you can point at.
Outcome 01
Channel mix you can defend.
Every line item in the spend report has a reason. The ‘because the previous agency told us to’ lines are gone.
Outcome 02
Pipeline you own.
If a board went down tomorrow, you would still have a pipeline: cohorts mapped to upcoming hiring, not historical applications.
Outcome 03
Leadership conversations changed.
The cost-per-hire dashboard is the conversation starter, not the conversation closer. Budget defence becomes budget growth.
Engagement model
5 phases. One fixed deliverable.
Discovery is where we diagnose the whole attraction system, and its findings become the scoping document, so nobody sells you discovery twice. Nothing gets built until the architecture is signed off.
- 01 · Discovery1 week
- 02 · Architecture: costed, sequenced, sign-off gated1 to 2 weeks
- 03 · Build: weekly demo cadence3 to 7 weeks
- 04 · Train: 3 to 5 working sessions1 to 2 weeks
- 05 · Handover: playbook + final demo1 week
Who does what
We do the architecture, the build, the configuration of ATS, CRM and dashboard, the EVP and asset kit, and the training. Your team makes the decisions only you can make, and owns the system, the data and the configuration from day one. If depth of ownership isn't where it should be at handover, the optional follow-on is a fractional marketing director engagement, not a lock-in.
Who it's for
Built for the step-change moment.
Profile 01
Agency-dependent employers.
Cost ratios skewed toward outsourced channels; pipeline owned by suppliers. The Engine pulls the pipeline back in-house, module by module.
Profile 02
Scaling past the old playbook.
A step-change in hiring volume, and the existing setup stopped working. The Engine rebuilds the system at the new operating scale.
Profile 03
Budget without build capability.
The budget exists and the strategic intent is there, but nobody in-house can build it. That's the gap this engagement exists to close.
Start here
6 to 12 weeks. Yours at the end.
The easy first move
Tell us where it's failing.
Send us the hiring volume, the sector and what's breaking. We'll tell you whether this is a build job, a smaller fix, or nothing at all.
Talk to usIf you'd rather start small
Check the careers site.
The free Careers Site Check shows where candidates drop out before they apply. Findings within 3 working days, and they feed into discovery if you build.
Get the free checkSee the ladder
Where this fits.
Step 02 of 3: the build between the diagnosis and the retained loop that keeps it improving.
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