For founders and HR leads at companies of 15–100 people in active growth, high turnover, or preparing to enter new markets — who need a structured, repeatable hiring process instead of closing every vacancy from scratch.

In 4–6 weeks you get a complete recruitment strategy: clear role profiles, a structured selection process, the right sourcing channels, and measurable KPIs — so hiring happens faster, costs less, and stops depending on the founder's personal involvement.

Most Companies Don't Have a Hiring Problem. They Have a System Problem.

When hiring feels slow, expensive, and inconsistent — the instinct is to blame the market, the candidates, or the recruiters. Usually the real issue is upstream: no clear role profile, no structured evaluation process, no defined sourcing strategy, and no way to measure whether any of it is working. Every vacancy gets approached the same way — from zero, with improvised criteria and inconsistent decisions. Recruitment Strategy fixes the foundation. It is the work an experienced HR Director does before briefing a headhunter — defining exactly who you need, how to find them, how to evaluate them, and how to know the hire worked. Done once, it runs every time.

What the Engagement Covers

The strategy is built in five connected components. First, audit of your current hiring process: we map your existing funnel, identify where candidates drop, where decisions slow down, and where quality suffers. Second, ideal candidate profiling: for each target role we build a detailed profile — not just skills and experience, but the behavioral competencies, decision-making style, and culture fit markers that actually predict performance in your specific environment. Third, sourcing channel selection: we identify the exact channels that reach your target candidates for each role type — so you stop posting everywhere and getting the wrong people. Fourth, EVP development: we articulate what makes your company a compelling place for the right candidates — a foundational asset for every job posting, outreach message, and employer brand touchpoint. Fifth, selection process design: a structured, stage-by-stage evaluation process with clear criteria, interview frameworks, and scoring tools that make hiring decisions consistent and defensible regardless of who conducts the interview.

What Changes After the Engagement

Time-to-hire typically drops 25–40% once the process is structured and sourcing is targeted. Cost-per-hire decreases as the right channels replace broad, expensive posting. Retention of new hires improves because selection criteria are calibrated to actual role requirements rather than resume signals. And the founder or HR lead stops being the single point of failure in every hiring decision — because the system provides the answer, not the person.

Who It's For

Recruitment Strategy is the right engagement for companies opening new departments or entering new markets who need to hire multiple roles quickly and correctly. It is equally relevant for businesses with persistent turnover where the root cause is hiring the wrong people rather than managing them badly. And it is the natural next step for any company that has completed an HR Audit and identified hiring quality or speed as a primary gap.

Format & Timeline

The engagement runs 4–6 weeks. It includes a structured audit of your current hiring process, working sessions to build role profiles and sourcing strategy, EVP development with your leadership team, full documentation of the selection process and evaluation tools, and a handover session with the team responsible for implementation. Remote format available. Where recruitment agencies will be used as execution partners, we prepare the full brief and evaluation framework so they work to your standard, not their default.

Investment

Recruitment Strategy project from $800 for a single role family or department. Multi-role or company-wide strategy from $1,500. All engagements include full documentation, sourcing recommendations, and evaluation frameworks ready for immediate use.

How It Connects to Other Keyperson Services

Recruitment Strategy sits at the point in the service line where the org structure is defined and the business is ready to bring in new people. It follows naturally from the HR Audit and HR System Build — and feeds directly into Executive Vetting for senior roles. For companies working with external recruiters or agencies, the strategy deliverables serve as the complete brief that removes ambiguity and raises the quality of every search.