Recruiting Operations consulting for the AI era
You bought the tools. Nobody built the system. That's the most common thing I find inside recruiting teams right now, and it isn't anyone's fault.
I design recruiting operations as your team's own operating system, inside the tools you already own.
Automate, augment, protect
Why the stack stopped working
The stack grew in layers, one renewal at a time, while the team got smaller and the AI mandate showed up with no budget for the redesign. So the recruiters do the integration work by hand, in spreadsheets, after hours.
Recruiting operations is how hiring actually gets done. The process candidates, recruiters, hiring managers and interviewers all move through, the tools under it, the data that comes out of it and the rules that keep it safe.
When teams usually call me
A reorg
Or a new head of TA who wants to see what they inherited.
A growth push
With the same number of recruiters, or fewer.
An AI mandate
From the top, with no plan for how the work changes.
A new TA ops leader
Who needs a map on day one.
Budget season
And someone needs a capacity number finance will believe.
A candidate fraud scare
That made everyone ask who owns verification.
The Recruiting Operations Audit
Two to four weeks depending on your size. A team under ten recruiters on one ATS takes about two weeks. Larger teams, two systems, several entities or a migration in flight take up to four. The clock starts when access lands, not when the paperwork is signed.
What happens in those weeks
De-identified exports from your ATS and reporting, the tool list and contracts, your current dashboards.
Recruiters and coordinators, a handful of hiring managers, your approver and the people who own offers, data and IT.
Every step of hiring as it runs today, placed into what to automate, what to augment and what to protect for people.
Eight working layers in four bands: Capacity, Work, Trust and Loop. Your stage is set by your weakest Capacity or Work layer, because that's where the function breaks.
I talk to the people closest to the work first and look at the systems second, because the spreadsheet a recruiter keeps on the side tells you more than any dashboard.
Four bands, one loop
What you get back
One readout, written for your executives up front with the detail in an appendix for your team. I walk you through it live in a 90-minute session and leave it with you.
Where you are
Your Talent Operating System stage and a score for each layer, on one page, with the sentence that explains the gap.
Automate, augment, protect map
Your hiring workflow as it runs today, and where the failures land on people.
AI return scorecard
What's in production against what you bought, what checking the AI's work costs your team, and what to stop paying for.
Capacity model
A rolling 30, 60 and 90-day model built from your own hiring history, one finance will sign.
Trust and governance findings
Candidate fraud exposure by stage, who owns verification, and the AI policy gaps legal will raise.
Stack recommendation
Build in what you own, buy only where there's a real gap.
Prioritized 90-day plan
Ranked by impact and effort, with the first two weeks spelled out.
One recommended next step
Scoped, so you can say yes or no to it.
Then design and deploy, if you want them
Some teams run the plan themselves with what I leave behind. That's a good outcome and I'd tell you if I thought it was yours.
Every phase is scoped on its own. Each readout ends with a proposal for the next step, and you can stop at any gate.
Design
Process redesign for AI and human work. AI governance and policy. Stack design, or rationalization for one that grew in layers. The RFP when there's a genuine tool gap. Reporting connected to your ATS and to finance. Hiring integrity controls, with verification owned across TA, security and legal. Offers moved into the ATS.
On bigger builds we bring in specialist partners I've worked with before, and you'll know who they are before they start.
Deploy
I train your team to run what we built, take a fractional recruiting ops seat alongside your leader while the plan runs, or help you scope and hire the ops lead who'll own it.
Your data stays in your systems
I work inside your tools by default, through a contractor login or a guided screen-share, with de-identified exports. Candidate personal data doesn't land in my systems, and the only data in your readout is your own. Patterns I've seen elsewhere stay anonymous.
What this isn't
This isn't an RPO and I don't supply recruiters. If the capacity model shows you're short on people, I'll say so plainly and refer you to RPO or contract recruiting partners I trust, and I'll tell you why I picked them.
Why I do this work
I've sat in your chair. I built Glassdoor's first talent acquisition function, ran global TA at Twilio, and worked on recruiting strategy, programs and operations at SAP SuccessFactors. Then I spent years on the other side of the table.
Those conversations mean I can usually tell you within a week whether your problem is yours or everyone's. See the work →
Start with the audit
Thirty minutes to find out whether an audit makes sense for your team right now.