Talent Acquisition
Hiring is one of the fastest ways to strengthen a business, and one of the most expensive things to get wrong. I work across the entire hiring journey, not just the roles currently open, so every step is clearer, more efficient, and aligned with where your workforce plan says you’re heading.
What I help with
Sourcing and direct hiring strategies. Direct sourcing and headhunting approaches that reduce agency reliance and improve access to specialist talent.
Talent pipelining and market mapping. Proactive pipelines built through market mapping, referrals, targeted outreach, role previews, and re-engagement campaigns.
Recruitment process improvement. I review and streamline hiring processes to reduce time, manage costs, and strengthen both the candidate experience and hiring outcomes.
ATS and systems implementation. Selection, implementation, and optimisation of recruitment systems including Workday, SmartRecruiters, and JobAdder.
Agency and supplier governance. I evaluate and reset agency partnerships to increase value, clarify ways of working, and manage recruitment spend.
Recruitment reporting and insights. Clear visibility of hiring activity, demand, pipeline health, and risk so that leaders can make confident calls.
Hiring Manager Capabilities and Candidate Experience
The best sourcing strategy can’t outrun an unprepared interviewer. When hiring managers can assess consistently, brief clearly, and give timely feedback, candidates have a better experience, and the business makes stronger decisions. This work strengthens both sides of the interview table.
What I help with
Interview and structured assessment training. I train people leaders in behavioural interviewing, structured assessment, and evidence-based decisions for selection that’s fair, consistent, and defensible.
Role definition and briefing. Helping leaders get clear on what the role actually requires before going to market, where most hiring problems quietly begin.
Assessment criteria and scorecards. Practical criteria and scorecards so all candidates are assessed consistently and every decision can be explained.
Reducing bias in selection. Strengthening structured hiring practices to improve decision quality and build more representative pipelines.
Candidate experience improvement. I review the candidate journey end-to-end, so applicants feel informed, respected, and engaged from application to outcome, whatever that outcome is.
Feedback and decision discipline. Simple hiring habits that keep recruitment moving with timely feedback, clear communication, and decisive calls.
Offer and negotiation capability. I coach leaders through offer conversations so preferred candidates feel valued and confident saying yes.
Hiring toolkits and resources. Practical guides and tools leaders keep using long after the training ends.
Internal Mobility and Career Pathways
People stay when they can see a future. Internal mobility protects the capability you’ve already invested in by making growth and movement visible and easy to access, often faster, cheaper, and lower-risk than hiring the same skills from the market.
What I help with
Career pathway and role mapping. Clear pathways that show people their possible next steps, including lateral moves, not just promotions.
Internal mobility programs and governance. The processes and governance that make internal movement fair, consistent, and easy to navigate for employees and managers alike.
Career development initiatives and campaigns. Initiatives that make growth opportunities visible, so people explore internal options before looking externally.
Career coaching and development conversations. I build managers’ capability to hold meaningful career conversations, and coach individuals to clarify their next step.
Strengths-based career direction. Using CliftonStrengths, I help people identify their transferable strengths and find realistic moves when they’re ready for change but unsure of direction.