Services · Step 02 · Build · 6 to 12 weeks · Fixed scope
A complete candidate acquisition infrastructure. Built once, owned forever.
Discovery, architecture, build, train, handover. Six to twelve weeks, fixed scope, fixed deliverable, and at the end of it your team owns the system. We're not a retained agency that has to be re-hired next year.
What's included
Seven 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 six stick. Three to five 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
Three 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
Five phases. One fixed deliverable.
If the £999 audit was your starting point, its diagnostic doubles as the scoping document, with no re-discovery sale. Nothing gets built until the architecture is signed off.
- 01 · Discovery1 week
- 02 · Architecture: costed, sequenced, sign-off gated1–2 weeks
- 03 · Build: weekly demo cadence3–7 weeks
- 04 · Train: 3–5 working sessions1–2 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 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
Six to twelve weeks. Yours at the end.
The easy first move
Book a discovery call.
Tell us where the system is failing. You'll come off the call knowing whether this is a build job, a smaller fix, or nothing at all.
Book a callIf you'd rather start with paper
Audit first.
The £999 audit maps exactly which modules you need, and the fee credits toward the build.
See the auditSee the ladder
Where this fits.
Step 02 of three: the build between the diagnosis and the retained loop that keeps it improving.
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