*Can stand alone or be combined with any package

• Review your organization’s job board & external job posts (careers page and third party job boards)
• Build a more polished employer brand through universal job posting templates 
• Review best practices of publishing jobs online to boost visibility and applicant flow
• Clean up current job postings to fix formatting, grammatical errors, and close out inactive jobs
• Assess how job posts appear on third party job boards when automatically posted
• Ensure internal communication between HR & Recruiting with internal job descriptions
• Standardize candidate coordination to create strong communication flows between candidate, recruiter, hiring manager, and interviewers
• Improve candidate retention by determining and reducing pain points that candidates experience 
• Optimize candidate coordination with standardized email templates for rejections, scheduling interviews and communication of next steps

*Can stand alone or be combined with any package

• Meet with the team to determine pain points, redundancies, and disjointed processes 
• Overhaul and standardize recruiting team’s workflow so everyone is operating on the same page
• Have the team working on new requisitions faster with streamlined job approval flows 
• Develop process for robust job intakes and benchmarking to ensure little time is wasted on “calibration candidates” 
• Improve operational efficiency with standardized interview processes for each role type 
  • Ex: Recruiter Screen; Hiring Manager Interview; Technical Tests; Panel/Onsite Interviews; Debriefs; Executive Final Interviews; Offers
• Get offers approved more quickly with structured offer approval flow(s) 
• Ensure offer letter templates are properly configured within the ATS and used correctly by the team 

*Can stand alone or be combined with any package

• Meet with internal recruiters & hiring managers to create custom structured interview guides by each department
• Create a shared documentation or configure structured interview guide within the ATS
• Administer trainings for hiring managers and interviewers for each guide created

*For new systems only, cannot be combined with “ATS Implementation” package

*Requires separate purchase of the ATS and data migration services 

• Assess team needs and recommend the best suited system (either Greenhouse or Lever)
• Introduction to the ATS provider and assist with contract
• Develop implementation plan and work with the team to determine how the system should be set up
• Customize the departments, jobs, applications, and templates within the system
• Integrate new ATS with corporate HRIS, Finance system, and business tools
• Manage system cleanup process to prepare for data migration
• Oversee data migration from old ATS to new ATS
• Ensure data reporting is clean and paints an accurate picture of all recruiting activities
• Train the current team & hiring managers on how to use the system 

*For current systems only, cannot be combined with “ATS Implementation” package

• Deep dive assessment and analysis of current ATS and tools
• Determine areas of strengths and opportunities for improvement 
• Clean up and customize system features, including departments, teams, jobs, applicants, etc.
• Review and update templates for applications, job posts, offers, candidate emails, and rejections
• Overhaul new job and offer approval flows
• Update job archive and candidate rejection reasons
• Clean up old jobs and applications cluttering the system
• Review or create a user permissions policy 
• Confirm ATS is properly integrated with other tools in the recruiting tech stack (Gem, LinkedIn, etc.)
• Provide actionable insights to the team on how to continue to evolve the system over time
• Train the current team & hiring managers on how to use the system 

*Must be purchased along with either the ATS Optimization or ATS Integration package

• Ensure data reporting is clean and paints an accurate picture of all recruiting activities
• Set up data reports within the ATS (Greenhouse or Lever)
• Partner with HR leadership, recruiting managers, and department heads to determine what recruiting reports are needed based on business goals
• Set up custom fields within the ATS to track specific data points requested by the team
• Meet with recruiting managers to set up custom reports for tracking recruiter KPIs and performance
• Teach recruiting managers about the hidden variables underlying certain reports that should be taken into account when presenting data (such as requisition difficulty, etc.)
• Train recruiting managers on how to run their own reports

*Can stand alone or be combined with any package

• Review historical recruiting efforts and hiring practices by candidate type (i.e. applicants, referrals, sourced, internal)
• Determine where to invest recruiting resources for the highest ROI
• Set specific, attainable recruiting goals according to business needs and recruiting budget 
  • Ex: Improve % of offer accepts; Reduce time-to-hire; Create better candidate experience
• Leverage recruiting programs to assist hiring efforts, such as referral programs, internship & university programs, and internal mobility policies
• Analyze withdrawal reasons and offer decline reasons
• Advise on how to best structure the current recruiting team and position the team for future growth
• Train recruiting managers on how to run their own reports