We analyze your recruiting spend, mis-hire history, agency fee structure, and interview process. In 30 days we identify the pattern costing you the most and build the system to prevent it.
Who This Is For
At the $2M to $20M stage, recruiting is reactive, undocumented, and managed by people whose primary job is something else. The cost accumulates in mis-hires and agency fees that are never questioned.
You are writing job descriptions at midnight, reviewing resumes during board prep, and making offers based on whoever interviewed well. Hiring is taking 20% of your week.
You have open roles and no infrastructure to fill them. You are choosing between going to an agency or doing it yourself. Both options are expensive and neither is producing the candidates you need.
Agency fees are up. Time-to-fill is longer. The people you hired last year are performing below expectations. You are about to build an internal recruiting team without knowing if that is the right fix.
Where Your Recruiting Budget Disappears
Hiring starts when someone quits. By the time the role is posted, a month has already been lost. The team is stressed, the hiring manager is rushed, and the first acceptable candidate gets an offer. Speed-to-hire becomes a pressure that kills quality.
The fully loaded cost of a mis-hire at the manager level is 2x to 3x their annual salary, including severance, ramp time on the replacement, and the team productivity lost in between. Most companies have made 2 to 3 in the last 24 months without calculating the real cost.
A search firm charging 18 to 22% of first-year salary for roles that could be filled internally or through a retained search at lower total cost. The fee was approved in a moment of urgency and has become the default approach for every open role.
Different interviewers ask different questions. Assessment criteria are informal. Hiring decisions are made on gut feel and whoever advocated hardest in the debrief. Consistency and predictive validity are zero.
Every open role starts from scratch. No warm candidate pool, no alumni relationships, no employer brand investment. Recruiting is treated as a transactional cost rather than a continuous function.
The applicant tracking system is configured for a recruiting process that does not exist. Candidates are tracked in spreadsheets, email threads, and individual hiring manager inboxes. The ATS renews automatically.
The Process
One engagement. 30 days. We find the patterns behind your worst hiring decisions and build a system to prevent them.
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