Is it not the people,
but the process?
Training makes recruiters better. Consultancy makes sure recruitment is organised so that good recruiters can actually perform well — with the same focus on quality of hire, time to hire, satisfaction and cost per hire.
- Strategy
- Process
- Technology
- Data & steering
- Organisation & people
Do you recognise this?
Then the gains aren't just in training, but in how recruitment is organised.
- Good recruiters, and still vacancies stay open too long
- Every recruiter works their own way; quality depends on who has the vacancy
- No view of the numbers: how many vacancies are filled, how long it takes, where candidates drop out
- Hiring managers set the pace and respond slowly to candidates
- New recruiters take months to become productive
Five pillars of a recruitment team that performs
Strategy
What role does recruitment play in the organisation, and what does it steer on?
- Recruitment strategy aligned with organisational goals
- From order-taker to partner of the hiring manager
- Proposition towards candidates
- Strategic workforce planning
Process
How does a vacancy run from intake to first working day?
- A fixed way of working per phase
- Roles between recruiter, hiring manager and HR
- Agreements with hiring managers on deadlines
- Shorter time to hire
Technology
Which tools support the work, and are they used well?
- Setting up the ATS
- AI in intake and sourcing
- Automating follow-up
- A privacy-proof talent pool
Data & steering
Does the team know what's happening, and does it steer on it?
- The KPIs that matter
- A dashboard for the recruitment manager and the team
- Meetings that run on numbers
- Learning KPIs after training
Organisation & people
Is the team set up to grow?
- Roles and responsibilities
- Onboarding new recruiters
- Retaining knowledge when people leave
- Specialisation per target group
From diagnosis to implementation
Knowing where it's stuck
A thorough review of recruitment across the five pillars, with an advisory report and a roadmap.
- Interviews with the recruitment manager, the team and hiring managers
- Analysis of the numbers
- Team analysis per recruiter
- Advisory report and action plan
Getting it done
Designing, implementing and handing over together — until it works and the team can do it themselves.
- For example a new intake process
- Or a KPI dashboard
- Or setting up the ATS
- With handover to the team
Buying in expertise when needed
For teams with their own capacity that want to use expertise and experience in a targeted way.
- A pre-paid block of hours
- Online sparring sessions, scheduled when needed
- Access to models and templates
- Without long-term hiring
Seven steps to a roadmap
- 1
Scoping
Together we define the question, the priorities and how deep the research goes.
- 2
Kick-off
We sharpen the goals and involve the right people.
- 3
Research
Interviews, analysis of the numbers and a team analysis.
- 4
Analysis
Strengths, bottlenecks and improvement potential per pillar.
- 5
Advisory report
Well-founded recommendations, focused on results.
- 6
Action plan
A practical roadmap: what first, what next, who does what.
- 7
Presentation
We explain the outcomes to the recruitment manager and the team.
Two sides of the same result
Training often shows where the process gets stuck; consultancy shows which skills are missing. That's why they reinforce each other — and why improving processes and systems is a fixed step in the TalentCraft method.
Sparring session
A no-obligation first step: see in 30 minutes where it's stuck.
Book a sparring session →Consultancy
Organising recruitment so that recruiters can actually perform.
You work with fellow professionals
The consultancy is delivered by TalentCraft's own consultants: with years of experience in corporate recruitment teams and on the agency side. Not advisers who know the profession from the outside.
Discuss in 30 minutes where your recruitment can gain the most.
- The two or three places where your team leaves the most on the table
- What you can do about it tomorrow, even without training
- If it fits: what a programme would look like for your team
For corporate recruitment teams, discussed with the recruitment manager.
You talk directly to Sandor Snoeren, founder of TalentCraft — not an account manager.
Prefer to call or message? 06 36 19 85 17 · WhatsApp
Pick a time yourself
A 30-minute online sparring session at a time that suits you.
Team Track: if the first training doesn't work for you, we stop and the rest is cancelled.
The calendar opens via Calendly, only when you click the button.
Prefer me to call you?