About ATA
We have owned the hiring plan.
ATA was built by talent acquisition leaders who have run hiring at scale inside complex, growth-oriented organizations. Now we help leadership teams make hiring a dependable part of the growth plan.
Founder Experience
$100M+ annual recruiting spend managed
1,000 to 100,000+ annual hires supported
30+ tech implementations
We have owned the function
We have paid the cost of missed hires.
We have worked inside organizations with strong demand, a hiring function that grew by accumulation, and leaders who could not see the cost of its constraints. We have had to make the case, fix the operating model, implement the tools, and live with the result.
So we look first at the work, owners, process, technology, and data behind the result, then make only the changes the evidence supports.
From the leadership seat
We have been the one leadership asked.
We were not in the room to recommend a fix from the outside. We were responsible for explaining the constraint, making the trade-offs, and getting the function back on plan.
The founders
Two operators. Hiring at every scale.
Jason Pistulka and David Weinstock are former VP-level talent acquisition leaders who have built and led functions across multi-brand, multi-site, and multi-service organizations. Their experience spans high-volume frontline, licensed clinical, and executive hiring at volumes from 1,000 to more than 100,000 annually. They have worked inside publicly traded, PE-backed, privately held, and nonprofit organizations. That range gives ATA a practical view of how ownership model, growth stage, and operating complexity shape the hiring function.
Jason Pistulka
Co-Founder · Strategic Advisor
At a glance. Industries: Healthcare and high-volume hiring. Experience at scale: More than 110K annual hires. Focus: TA operating models, recruiting technology, implementation, and performance reporting. Education: MBA, University of Notre Dame.
LinkedIn
David Weinstock
Co-Founder · Strategic Advisor
At a glance. Industries: Hospitality, education and higher education, behavioral health (ABA). Experience at scale: Up to 10K annual hires. Focus: Translating talent acquisition metrics into financial outcomes; high-scarcity markets; multi-brand hiring. Education: MBA, Business Analytics, Florida State University.
LinkedInTrust
Insured, vetted, and monitored.
A procurement answer, not a legal footnote. When we work inside your systems or with your data, this is what stands behind us.
Insured.
- Errors and omissions insurance
- General Liability
- Certificates available upon request
Vetted.
- FACIS Level 3 healthcare sanctions and exclusion screening
- 10-panel drug test, including THC
- Education and credential verification
Monitored.
- Annual full criminal background and drug test rechecks
- Continuous monitoring of federal exclusion lists (OIG, GSA)
FAQ
Common questions
We will. ATA was founded by two former VP-level talent acquisition leaders, and the people who scope your engagement are the people who lead it. There is no handoff to a junior team after the sale. For technical builds, our own offshore team works under our direct oversight.
We have owned the hiring plan ourselves. We have explained missed targets to leadership, fought for budget, implemented the systems, and lived with the results. We recommend only the changes we would have made in your seat.
Yes. Our offshore technical team handles integrations, custom builds, automation, and data work between your ATS, HRIS, and the rest of your stack. You get operator-led strategy and hands-on technical delivery in one engagement, without hiring a separate systems integrator or waiting on an internal IT queue.
Usually the opposite. In most organizations we walk into, the TA leader already knows where the process breaks. What they lack is the time to rebuild the function while running it, and a business case in the terms the CFO funds. We work alongside them, and the credit stays with them.
It could be, which is why we disclose it on every recommendation. We name every vendor relationship before selection starts. Vendors pay us from their margin, so you pay the same or less than buying direct. We will tell you when the right answer is a vendor we don't work with, or keeping what you have.
Your team runs the function. We agree on the end date at the start, and we build toward it. We aren't building a dependency, and we don't lock you into a retainer.