Talent Acquisition Model Design
Budget: $30 – $250 USD
My technology company has grown past the 50-employee mark and I want a clear, scalable operating model that covers the full talent-acquisition and onboarding life cycle. Today our hiring process is ad-hoc and varies from team to team; the goal is to introduce structure, consistency, and metrics without slowing down the pace a medium-sized tech firm needs.
I need a specialist who can map and document every stage—from workforce planning and sourcing through interview loops, offer management, pre-boarding, and the first 90 days of employment—so any new recruiter, hiring manager, or People-Ops colleague can pick up the playbook and run with it. Practicality is key: recommendations should align with typical technology-sector realities, including competitive time-to-hire targets, high-demand engineering talent, and a distributed workforce.
Deliverables
• A written operating model (PDF/Doc) outlining governance, RACI, SLAs, and key metrics
• Process flow diagrams for talent acquisition and onboarding, ready for inclusion in an internal wiki
• A tooling stack recommendation (ATS, HRIS, automation add-ons) suited to a 51-200-employee tech company
• A simple starter dashboard template tracking pipeline health, hiring velocity, and onboarding completion
• 30-minute walk-through or recorded video explaining how to apply the model
The finished framework should be actionable from day one and scalable to at least double our current headcount without a complete overhaul.
The model should have a org structure of 3 managers and 9 staff employees
Each job has it responsibilities
Description of each task and role
A governance process of new hire documentation
I need a specialist who can map and document every stage—from workforce planning and sourcing through interview loops, offer management, pre-boarding, and the first 90 days of employment—so any new recruiter, hiring manager, or People-Ops colleague can pick up the playbook and run with it. Practicality is key: recommendations should align with typical technology-sector realities, including competitive time-to-hire targets, high-demand engineering talent, and a distributed workforce.
Deliverables
• A written operating model (PDF/Doc) outlining governance, RACI, SLAs, and key metrics
• Process flow diagrams for talent acquisition and onboarding, ready for inclusion in an internal wiki
• A tooling stack recommendation (ATS, HRIS, automation add-ons) suited to a 51-200-employee tech company
• A simple starter dashboard template tracking pipeline health, hiring velocity, and onboarding completion
• 30-minute walk-through or recorded video explaining how to apply the model
The finished framework should be actionable from day one and scalable to at least double our current headcount without a complete overhaul.
The model should have a org structure of 3 managers and 9 staff employees
Each job has it responsibilities
Description of each task and role
A governance process of new hire documentation