Your recruiters weren't hired to push pixels.
In 30 days, we take over your job boards, ATS, and recruiting automations so your talent team gets 10–20 hours a week back for interviews and offers, not admin.
30-day sprint · Real Results · No-Risk Guarantee
Over $15,000,000+ in job board advertising managed for talent teams
If any of this sounds like your week…
You didn't build your talent team to babysit software. But somehow, the software is running your recruiters.
Buried in job board logins
Indeed, LinkedIn, ZipRecruiter, niche boards, vendor dashboards. Every posting is a tab, every tab is a login, every login is a password reset.
An ATS full of loose ends
Half-tagged candidates, stages that don't reflect reality, automations that fired once and never worked again. Nobody fully trusts the pipeline view.
Scheduling by hand
Recruiters in email tennis matches, chasing hiring managers, rebooking no-shows — instead of being on the actual interviews that fill the reqs.
Talent Ops Autopilot
A 30-day, high-touch sprint where we take over your job boards, clean up your ATS, and automate the grunt work so your recruiters get 10–20 hours a week back for interviews and hiring.
We centralize your backend TA operations, clean up your applicant tracking, and automate reporting. You keep your tools. We just make them run like an actual system.
One sprint. Four concrete things you can point to.
A rebuilt job board + ATS structure
Centralized access, standardized postings and screening, a clean pipeline with stage definitions — tailored to your roles.
Automations for the grunt work
Auto-screening and rejection, interview scheduling with calendar sync, reminders, no-show follow-ups, and hiring-manager notifications.
A live Hiring Command Center Report
Monthly per-role applications, interviews, offers, hires, and cost per hire — plus job-market insights for 5 priority roles.
Live onboarding + Ongoing Support
1:1 or small-group sessions so your recruiters can run the new pipeline, plus post-launch office hours for quick fixes.
What actually happens, week by week.
One implementation sprint, delivered in four focused weeks. No mystery. No open-ended retainers.
Diagnosis & Blueprint
- Stakeholder interviews with your TA lead and 1–2 recruiters
- Map your current stack: job boards, ATS, inboxes, spreadsheets, SLAs
- Define the critical KPIs for a productive recruiter on your team
- Deliverable: a 1–2 page Hiring Ops Blueprint — current vs. future flow
Job Board & ATS Rebuild
- Centralize job board access and standardize postings, templates, screening questions
- Clean up ATS stages, tags, and automations end to end
- Candidates flow cleanly from New → Interviewed → Offer / Hired
- Deliverable: standardized role templates + a documented ATS pipeline
Automation & Reporting Build
- Auto-screening and rejection flows
- Interview scheduling with calendar sync, reminders, no-show follow-ups
- Hiring Command Center Report: pipeline + cost per hire + monthly performance metrics
- Monthly job-market insights for 5 priority roles
Live Onboarding & Training
- Live 1:1 or small-group onboarding with your recruiters and hiring managers
- Day-in-the-life SOPs (screenshots + steps) for recruiters and hiring managers
- Ongoing post-launch office hours for quick fixes and support
Built for talent teams who are ready to stop duct-taping.
This is for you if…
- You're a VP, Director, or Manager of HR or TA
- You spend $3,000+ a month on Indeed and other job boards
- Your ATS is messy and nobody fully trusts the pipeline view
- You can't pull a clean cost-per-hire or job performance report
- Your recruiters are doing admin work instead of interviewing
This probably isn't a fit if…
- You don't run paid job board advertising
- You want a new ATS — we optimize the one you already use
- You need a staffing agency to source candidates for you
If it doesn't work, we refund the implementation fee.
If by day 30 your team doesn't feel clearly freed up and your hiring pipeline isn't running smoother, we refund you the entire implementation fee. That's the deal. We put the risk on our side of the table because we've done this enough times to know what 30 days looks like.
We've seen a lot of talent stacks.
“Replace with a real testimonial from a VP of Talent or HR leader. Focus on the before/after: hours reclaimed, pipeline clarity, confidence in reporting.”
“Replace with a real testimonial. Best quotes name a specific metric: cost per hire reduction, interviews per week, time-to-fill.”
“Replace with a real testimonial. A short, quotable line beats a long paragraph.”
Before you book a call.
Do we need to switch ATS or job boards?
No. You keep your tools. Our job is to make the stack you already pay for run like an actual system — not to sell you a new one.
Which ATS platforms do you support?
We support all of the major ATS platforms used by TA teams. On the intro call we confirm your specific setup and whether the Hiring Command Center dashboard can be built with your platform or as a connected report.
How disruptive is this to our current hiring?
Very little. Week 1 is diagnosis — interviews and mapping, no changes. Weeks 2–3 are rebuild, done alongside your team without halting requisitions. Week 4 is training. Your recruiters keep hiring the whole time.
What happens after the 30 days?
You own everything we built. Your team runs it in under 15 minutes a day. Most clients continue with a light monthly retainer for optimization and reporting, but there's no obligation.
How does the guarantee actually work?
If at day 30 your team doesn't feel clearly freed up and the pipeline isn't running more smoothly, you don't pay the implementation fee. We'll walk through exactly how that's measured on the intro call.
Who runs the implementation?
A senior operator who's worked 1:1 with real TA teams for years. They worked on the inside at a major job board tech company and have seen every possible hiring stack.
Give your recruiters their week back.
A 30-minute intro call. We'll look at your stack, your roles, and whether Talent Ops Autopilot is the right fit. If it's not, we'll tell you.
30 minutes · No pitch deck · Honest fit assessment