SERVICES
Six ways to make hiring more predictable, efficient, and ready for growth.
Every engagement begins by identifying the constraint. From there, ATA helps C-suite leaders and CHROs select and deliver the operating work that will make a measurable difference.
$100M+ Annual Recruiting Spend Managed
30+ Recruiting-Technology Implementations
500–100,000+ Annual Hires Supported
Core offerings
Build a talent acquisition function the business can plan around.
ATA helps C-suite leaders and CHROs identify hiring constraints, make the right operating decisions, and implement the work that follows.
Hiring Operating Model Design.
Design the roles, workflows, governance, and handoffs that give the business a repeatable way to meet planned hiring demand.
Recruiting Technology Strategy and Optimization.
Make the existing technology work for the operating model—not force the operating model to work around the technology.
Technology Selection and Vendor Decisions.
Make technology decisions with an operator’s view of adoption, integration, and operating value, informed by direct market perspective and relationships across the recruiting-technology ecosystem.
Fractional TA Leadership and Deployment Support.
Add experienced operator leadership or recruiting capacity when a critical role is open, demand changes quickly, or the function needs to stabilize.
Recruiting Performance Reporting.
Give leadership a decision-ready view of hiring capacity, cost, pipeline, speed, and performance.
Talent Acquisition Diligence and Post-Close Integration.
Understand the hiring function’s strengths, risks, and integration priorities before close, then protect hiring momentum afterward.
WHAT TO EXPECT
A clear path from initial assessment to implementation.
Every engagement begins with the complimentary ATA Audit. Deeper work is scoped only when the evidence warrants it.
ATA Audit
A complimentary outside-in assessment that identifies likely constraints on hiring capacity and cost. No system access is required.
Deep Diagnostic
If the Audit indicates deeper work, ATA scopes the systems, data, and stakeholder input needed to validate the highest-priority issues.
Operating Roadmap
ATA turns the findings into decisions on capacity, spend, technology, ownership, and sequencing.
Implement and Embed
ATA helps make the changes, measure adoption, and leave reporting and ownership in place.
FAQ
Frequently asked questions
The complimentary ATA Audit provides an initial point of view on whether there is a material constraint to address. If deeper work is warranted, we scope it before any paid engagement begins.
That is the right place to be before a purchase, and the wrong place to be during a demo. We build the requirements from how you actually hire, run the RFP or the shortlist, sit in the demos with you, and pressure test what you are told. Sometimes the answer is that the system you have is fine and the process around it is not.
Good. We work alongside your team, not over them. Most of the leaders we work with already know where the process breaks. What they do not have is time to rebuild the function while running it, or a business case in the terms the CFO funds.
Yes. We rebuild the operating model with your existing team and enable your hiring managers, then hand the function back running. We are not a staffing agency and we do not fill individual requisitions.
That is why the ATA Audit is complimentary and outside-in. You receive an initial point of view before deciding whether to invest in a scoped Deep Diagnostic or implementation engagement.
Nobody can. Every function we have rebuilt was hiring the whole time. That is the normal condition, and it is why we sequence the work around your requisition load rather than around a project plan.