Services
The HirePulse 4-pillar TA audit.
A one-time engagement built for companies that are growing fast—and need clarity on whether their hiring infrastructure is designed to scale.
Scope
ATS, process, brand, analytics
Output
Prioritized action report
Model
No retainers. No ongoing contracts.
The 4-pillar TA audit
A complete view of your hiring infrastructure.
We don't just look for quick wins. We assess the system end-to-end—so you can scale past 50 employees with confidence.
ATS Review
01We evaluate configuration, workflows, data hygiene, reporting, and recruiter experience—so your ATS supports scale instead of slowing it down.
- Workflow + stage design
- Automation + templates
- Data integrity + fields
- Reporting readiness
Hiring Process
02We map how work actually moves from intake to offer—and identify the friction that creates delays, rework, and inconsistent decisions.
- Intake + role kickoff
- Interview plan + scorecards
- Decision-making + debriefs
- Offer flow + close rate
Employer Branding
03We audit the candidate-facing story across your careers site, job posts, and touchpoints—and align it to the roles you need to hire.
- Careers page clarity
- Job post quality
- Candidate communications
- Glassdoor/LinkedIn signals
Workforce Analytics
04We define the few metrics that matter, validate the data behind them, and create a simple operating rhythm to keep hiring predictable.
- Funnel + conversion
- Time-to-fill drivers
- Quality signals
- Forecasting basics
Deliverable
A prioritized action report your team can execute.
The goal is clarity and momentum—not a deck that sits in a folder.
- Executive summary: what's working vs. what's breaking
- Top priorities ranked by impact and effort
- Quick wins you can implement immediately
- 30/60/90-day plan with owners and sequencing
- Metrics + reporting recommendations
Next step
Start with a short request.
Share your hiring context and we'll respond with next steps.
What to include
- Headcount + hiring plan for the next 6 months
- Current ATS and any pain points
- Roles that are hardest to fill
- How many recruiters/hiring managers are involved