We review the tools your team uses to hire: the applicant tracking system, job boards, sourcing tools, assessment tools and the spreadsheets in between. You get a clear picture of what is used, what it costs, what is missing or duplicated, and what to change first.
A short call to understand your tools, your hiring volume and whether an audit makes sense.
A written summary of your current recruitment stack, the main problems we found and a short list of recommended changes in order of priority. We agree the scope and format of the audit before we start.
If the audit shows that your applicant tracking system or other tools need to change, we can support the next step: choosing a system, configuration, data migration and clean-up, integrations and training for your team. This is a separate stage, agreed after the audit.
A recruitment stack is the set of tools a company uses to hire: usually an applicant tracking system (ATS), job boards, sourcing and outreach tools, assessment tools, scheduling and reporting.
Not necessarily. Often the better step is to use the current system differently, remove duplicated tools or fix how data moves between them. The audit shows which option fits.
Companies whose recruitment runs on several tools and who want to know what works, what it costs and what to change first.
Book a 15-minute call with Marcin. We will talk about your tools and your hiring, and agree whether an audit is the right next step.
