Recruitment and staffing
Recruitment process audit — audited from inside the funnel
We enter your funnel as a candidate and as a new starter, and experience the advert, the screen, the interview, the offer and week one exactly as a hire does. The AI layer then reads the ATS record behind that experience.
What you are probably seeing
The symptoms that bring people here.
- Strong applicants go quiet between screen and interview and nobody knows the stage.
- Interview feedback is promised and never sent, and the employer brand pays for it.
- New starters take months to reach unassisted competence with no measured ramp.
- Early attrition is recorded as 'personal reasons' every time.
Method
How the audit actually runs.
Time-in-stage modelling
Every application in scope is measured stage by stage across the ATS, so drop-off is attributed to a step rather than to the market.
Candidate-experience walkthrough
We apply, screen and onboard through the live funnel and log every delay, dead end and unanswered message as a candidate meets it.
Advert and scorecard scoring
Adverts, screening questions, scorecards and interview notes are scored for consistency, evidence quality and bias risk — with the wording that triggered each flag quoted back.
Attrition reconciliation
Leaver records are reconciled against interview notes, onboarding logs and manager assignment to test whether the recorded reason survives the evidence.
Deliverables
What lands on the table.
- Funnel map with drop-off attributed to a named stage
- Candidate-experience log from inside the live process
- Advert, scorecard and interview-note consistency review
- Onboarding ramp measurement in days to unassisted competence
- A 30/60/90 action plan and training for the hiring managers the evidence names