Talent Acquisition Consulting
Assess your TA function, identify what is holding it back, and build a roadmap to a best-in-class recruiting program.
Most organizations know their recruiting function is not performing at the level the business needs. Fewer know exactly why. Hueman’s TA Consulting practice evaluates your talent acquisition operation across the five pillars of the Hueman Way — people, process, technology, marketing, and reporting — and gives you a clear, actionable picture of where you are today and what it takes to get where you need to be. Then we help you get there.
The Hueman Way — Five Pillars
Every assessment Hueman conducts is grounded in the Hueman Way, our framework for what a high-functioning talent acquisition program looks like. A best-in-class TA program excels across five interconnected pillars. Gaps in any one of them limit the performance of the rest.
People
The recruiting function is only as strong as the people running it. This pillar evaluates the structure, skills, and engagement of your TA team — from strategic leadership through frontline recruiters and hiring managers — and identifies where training, structure, or headcount changes would have the greatest impact.
Process
Inconsistent or undocumented processes are the most common source of TA underperformance. This pillar maps the end-to-end recruitment workflow — from position open to new hire day one — and identifies where steps are missing, ownership is unclear, or candidate experience is breaking down.
Technology
Your technology stack should accelerate the recruiting process, not create friction. This pillar evaluates your ATS configuration, integrations, sourcing tools, and AI-assisted recruiting capabilities to identify gaps, redundancies, and opportunities to automate so your recruiters spend less time on administrative tasks and more time on candidates.
Marketing
Recruiting does not happen in a vacuum. This pillar evaluates how your organization shows up to candidates — on the career site, in job postings, on LinkedIn, Indeed, and Glassdoor — and assesses whether your employer brand, EVP messaging, and digital presence are working to attract the right talent or quietly turning it away.
Reporting
What gets measured gets improved. This pillar evaluates whether your TA function is tracking the right KPIs, whether those metrics are reaching the right people, and whether your team is using data to make proactive decisions or reacting to problems after the fact.
TA Maturity — Where You Are Today?
Talent acquisition programs evolve alongside the organizations they support, but most are further behind the maturity curve than leadership realizes. Knowing where your program sits, and what the next stage looks like, is the starting point for building toward a function that gives your organization a competitive advantage.
Nascent
Hiring happens, but without consistent process or ownership. Leadership has limited visibility into recruitment activity. Reactive and slow.
Basic & Transactional
A dedicated recruiting function exists. Essential tools are in place. But the team is still largely disconnected from business strategy and other HR functions.
Standardized & Focused
TA is beginning to integrate with other departments. The team is building relationships, developing its tech ecosystem, and shifting toward proactive recruiting support.
Integrated & Evidence-Based
TA is included in growth discussions and aligned with business needs. Reporting and technology are fully in use. The team is proactive and data-informed.
Personalized & Enhanced
TA is a competitive advantage. The team operates strategically at all levels. Candidates are engaged through a clear employer value proposition with content tailored to specific audiences.
The TA Assessment
The TA Assessment is the starting point for any engagement. It gives you an honest, evidence-based picture of your recruiting function across the five pillars, and a prioritized roadmap for what to address first.
Digital Recruitment Audit
Hueman conducts an external evaluation of your digital recruiting infrastructure: career site, employer brand, application process and ATS, and key review platforms (Indeed, Glassdoor, etc).
Recruitment Discovery
Surveys are sent to TA leaders, recruiters, and any other managers involved to surface perceived challenges and uncover gaps between the process itself and how it actually runs.
TA Discovery Meeting
A 2–3 hour working session with your TA team to understand current-state functions in depth — processes, tools, team structure, and reporting.
Recommendations Formulation
Hueman synthesizes findings from the audit, surveys, and discovery meeting to formulate prioritized, actionable recommendations aligned to the Hueman Way.
Recap & Recommendations Review
A 2-hour presentation with your leadership team to walk through findings and the full recommendations roadmap.
Timeline
4–6 weeks from kickoff to completion
Deliverable
Talent Acquisition Recommendations Report
What We Help You Build
The assessment tells you what to fix. Hueman can help you fix it. Below are the services we most commonly activate based on what the assessment uncovers.
End-to-end TA workflow design with clear ownership, documented steps, and incorporated best practices. Reduces candidate drop-off and increases conversion at every stage of the funnel.
Research-based development of your employee value proposition and the messaging, visual assets, and recruiter talk tracks that activate it across your career site, job postings, and candidate interactions. Learn more.
ATS configuration, system integrations, AI-assisted recruiting tools, and sourcing platform selection — customized to your team size, hiring volume, and the way your process actually works. We identify where automation can remove friction and where technology is underutilized.
Career site optimization, job board configuration, SEO-optimized job descriptions, and social platform improvements to increase candidate visibility and application conversion across all the places candidates encounter your brand.
Training programs for recruiters and hiring managers, including Recruiter Bootcamp (foundational), Advanced Recruiter Training, and the Interview & Selection Workshop for hiring managers. Virtual or in-person, customized to your process and team.
For organizations with active hiring needs alongside a consulting engagement, Hueman can provide Professional Search, Contract Recruiter, or Staffing Solution support concurrently, so improvement work does not pause your ability to hire.
Training Programs
Hueman’s training programs.
Available as standalone engagements or as part of a broader consulting scope. All are available virtually or in-person and can be customized to your process and team.
Interview & Selection Workshop
Best for: Hiring managers and interviewers
A 3-hour interactive workshop focused on structured interview techniques, interview compliance, and candidate engagement. Covers Topgrading methodology, behavior-based questioning, anti-discrimination compliance, and how to build a candidate experience that increases offer acceptance and reduces early attrition. Participants leave with customized scorecards and interview guides.
Recruiter Bootcamp
Best for: Recruiters building foundational skills
A 5-day virtual program covering the full recruiting lifecycle: fundamentals and organization, job management and hiring manager communication, candidate management and pipeline development, and effective sourcing strategies including how to build compelling candidate communications and identify the right sourcing tools for each role type.
Advanced Recruiter Training
Best for: Experienced recruiters looking to sharpen sourcing and strategic skills
Customized advanced-level training covering candidate persona development, sourcing beyond the job description, new platform sourcing, competitive positioning, and differentiated candidate engagement strategies. Scope and depth tailored to the team’s specific gaps and growth areas.
Featured Success Story
600 Applications Generated for Leading Foodservice Equipment Distributor
600+
Candidate applies to 22 jobs in 30 days
40:1
40 quality applicants to every 1 job posting
100%
Cohesive end-to-end digital footprint
