Questions, answered.

We are not a staffing agency or search firm. We do not place candidates, take a percentage of salaries, sell software, or lock you into a retainer. We fix the hiring function your own team runs every day, then hand it back.

We audit, fix, and embed. Talent acquisition leaders who have run hiring at scale find what is limiting your hiring capacity. We rebuild the process, technology, and reporting behind it, and we stay until your team can run it without us.

That's one of our most common requests, and we do not charge to facilitate an RFP. We build the requirements from how you actually hire, run the shortlist, sit in the demos with you, and pressure-test what vendors promise. We disclose every vendor relationship up front. We will also tell you when the right answer is a vendor we don't work with, or keeping the system you already have.

Start with the complimentary ATA Audit. It's an outside-in scorecard of your hiring function, delivered in real time, with no system access required. An ATA operator walks you through the results and tells you plainly whether deeper work is worth it.

The ATA Audit is complimentary, and so is RFP facilitation. If the evidence supports a Deep Diagnostic or implementation, we scope and price that work before anything begins. No surprises.

Good. We work alongside your team, not over them. Your leader usually already knows where the process breaks. What they lack is the time to rebuild it while hiring, and a business case the CFO will fund. We supply both.

We only partner with vendors we can trust, and that trust is earned before any partnership begins. It starts with: a full demo of your product direct access to your founder(s) and top technical resources a sandbox where we can test the product ourselves a hands-on assessment of your capabilities We hold every partner to this standard because our clients rely on our recommendations. When we put a vendor in front of a client, we have already tested the product, met the people behind it, and seen where it holds up and where it doesn't. If that sounds like the right kind of partner for you, contact us.

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.

You don't have to know yet. Most clients come in with a symptom: missed hiring targets, rising agency spend, or a system nobody trusts. The complimentary ATA Audit shows where the constraint actually sits, so you fund the right fix instead of the obvious one.

Yes. Fractional TA Leadership puts an experienced operator in the seat when a critical role is open, demand spikes, or the function needs to stabilize. We keep hiring on plan, and we can help you find the permanent leader.

Before close, we assess the target's hiring function: its strengths, risks, and what it will take to integrate. After close, we protect hiring momentum while systems, brands, and teams come together. We have integrated multi-brand organizations without stopping hiring.

That's what Performance Reporting is for. We give leadership a decision-ready view of capacity, cost, pipeline, and speed, tied to the business outcomes the CFO already tracks. We build it inside your systems so your team owns it.

So have most of our clients. That's why the Audit is complimentary and outside-in. We don't hand off after the sale: the operators who scope the work are the ones who do it, and every engagement ends with your team running the function.

You won't have to. Every function we have rebuilt kept hiring the whole time. We sequence the work around your requisition load, not around a project plan.

If hiring affects revenue, you're not too small. We have supported organizations from 1,000 to more than 100,000 hires a year. The Audit shows in real time whether there is a constraint worth addressing, before you spend anything.