Recruiter Enablement and AI training
The recruiter isn't disappearing. The operating model around the recruiter is.
Enablement gets your recruiters out of the weeds and back on the work they're best at, advising candidates and hiring managers and doing the human part of hiring that no agent does well.
A recruiter's week, 40 hours, illustrative
Adoption went up and so did burnout. Nobody redesigned the week.
Most teams I meet got the new tools with a webinar and a login, and then went back to doing the job the old way plus the new way on top of it. That tells you the training was never the problem.
It starts with a real week of work
Every program opens with a one to two week discovery, inside the program, not on a separate invoice. I map a real week of your team's work by task type and spend a half day shadowing two recruiters through a normal workload. I see the tools the way a recruiter sees them, not the way an admin does.
Recruiter AI Fluency Self-Assessment
Each recruiter scores how they use AI across 12 everyday recruiting tasks. It shows me who's ready to build, who needs the basics, and where the team is quietly avoiding a tool for a good reason.
What the discovery hands back
- A map of a recruiter's week. Where the time really goes.
- The toil list. Tasks ranked by hours and frustration.
- The enablement action plan. What to automate, what to stop doing and what to teach, on your current tools.
- An upskilling path by role. Who learns what, in what order.
Then the program itself
Programs usually run four to eight weeks, discovery included, shaped by what the discovery found.
Hands-on labs
Recruiters build real workflows in the tools you already pay for, on their own reqs.
Playbooks for your stack
Written for your ATS and your AI tools, not a generic deck.
One-on-one coaching for leads
For the recruiting leads who'll keep the new workflows running.
Office hours
For the questions that only show up in week three.
Enablement is also the natural last phase of the other two pillars. When a Recruiting Operations or Employer Brand redesign needs your team to work differently, this is how they learn to.
Mentorship for TA leaders
Running talent acquisition is a lonely job right now. The function is getting bigger, the budget isn't, and most of the people who'd understand the problem work at your competitors.
Mentorship is one-on-one for heads of TA, TA ops leaders and people stepping into either role. We work on whatever is in front of you, from a reorg or a board-level headcount conversation to your first AI governance policy or what the next job should be.
Reorgs and headcount
The board conversation, the plan behind it.
AI governance
Your first policy, written for how your team works.
The next role
What to look for and what to ask.
A sounding board
Someone who has run the function in-house.
Who I send work to
Some of what teams need isn't work I do, like contract recruiting, RPO, or content and video production. When that's the case I'll refer you to partners I trust and tell you why I picked them. Some partners pay me a referral fee, and I'll tell you which ones before you talk to them.
Start with the discovery
Thirty minutes to talk through your team and whether enablement is the right first move.