A complete candidate acquisition infrastructure, built once, owned forever.
Discovery → architecture → build → train → handover. Six to twelve weeks, fixed scope, fixed deliverable. At the end of it, your team owns the system. We’re not a retained agency that has to be re-hired next year.
Book a discovery call →The seven modules
Seven modules. One coherent system.
Every module ships with documentation, training and handover. You own the IP, the data, and the configuration on day one, and every day after.
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
Careers site rebuild plan
A costed, sequenced plan for the careers-site work, drawing on the Studio Careers Site Auditor. Implementation by your dev team or our network, yours to direct.
- Page-level wireframes
- Conversion + schema spec
- Sequenced rollout plan
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
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
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
Reporting & cost-per-hire dashboard
One dashboard. Real cost-per-application, real cost-per-hire, real ROI by channel and role family. Visible to leadership so the budget conversation gets simpler.
- Cost-per-hire ledger
- Channel ROI view
- Leadership snapshot
Team capability transfer
Training built around the actual configuration we built for your team. By the end of the engagement, your team runs the system unaided. Optional follow-on retainer if depth of ownership isn’t yet where it should be.
- 3 to 5 working sessions across the build
- Run-the-system playbook
- Optional retained Recruitment Marketing handover
The post-handover state.
Owned pipeline that your TA team actually uses every day. Agency dependency reduced to the role families where outsourcing genuinely earns its place. Measurable cost-per-hire visible to leadership in a single dashboard. An ATS configured to surface bottlenecks rather than hide them. An EVP that doesn’t read like the marketing department’s first draft. A team that knows why every configuration choice was made, and how to evolve them.
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.
Pipeline you own
If a board went down tomorrow, you’d still have a pipeline. Pipeline cohorts mapped to upcoming hiring, not historical applications.
Leadership conversations changed
The cost-per-hire dashboard is the conversation starter, not the conversation closer. Budget defence becomes budget growth.
Five phases. Six to twelve weeks. One fixed deliverable.
Discovery
Kickoff workshop, stakeholder interviews, system access. If the Audit was your starting point, the diagnostic doubles as the scoping document, no re-discovery sale.
Architecture
Module-by-module architecture. Costed, sequenced, sign-off gated. Nothing gets built until the architecture is right.
Build
Seven modules built in parallel where possible. Weekly demo cadence, async progress notes between demos.
Train
3 to 5 working sessions across the build, intensifying in the final fortnight. Your team owns the system before handover, not after it.
Handover
Run-the-system playbook delivered. Final demo. Optional follow-on retained Recruitment Marketing engagement if depth of ownership isn’t yet where it should be.
Two teams. Clear responsibilities.
The architecture, build, and capability transfer
- End-to-end module design
- Configuration of ATS, CRM, dashboard
- EVP and asset kit authoring
- Implementation oversight
- Training and handover
The decisions only you can make
- Stakeholder coordination
- Final EVP sign-off
- Dev team coordination for careers-site work
- Tool access and procurement decisions
- Adopting the system end-to-end
Owned, documented, defensible
- Run-the-system playbook
- Module-level configuration docs
- Reporting dashboard live
- Trained team running unaided
- 30-day post-handover support window
At a national healthcare provider.
£130m → £290m revenue grown over the same period.
“Rebuilt the recruitment marketing operation from the ground up. Application volume grew 107% in twelve months with no increase in media spend; time-to-hire dropped by more than half over the same period.”
These numbers were earned operating in-house, not delivered as a Workforce Engine engagement. They are the experience the Engine productises: the same modules, built once for a client to own.
Three buyer profiles. One thing in common: they hire at volume.
High-volume hiring orgs reducing agency dependency
Spend ratios skewed toward outsourced channels; pipeline owned by suppliers. Engine pulls the pipeline back in-house module by module.
Scaling organisations whose infra wasn’t designed for the volume
Hit a step-change in hiring; the existing playbook stopped working. Engine rebuilds the system at the new operating scale.
HR Directors with budget approval but no in-house build capability
The budget exists, the strategic intent is clear, but the in-house team doesn’t have the spare bandwidth or the architecture chops. Engine fills that gap.
Engine engagements size against scope.
Discovery call sizes the engagement against your hiring volume, the sector, the existing system and the strategic priority. 20 minutes, no pitch deck.