SERVICES
Six ways to hire to plan.
Every engagement starts with the constraint. Then we deliver the work that moves capacity, cost, or speed.
$100M+ annual recruiting spend managed
1,000 to 100,000+ annual hires supported
30+ tech implementations
Core offerings
Start where the constraint is.
ATA helps C-suite leaders and CHROs identify hiring constraints, make the right operating decisions, and implement the work that follows.
Hiring Model Design
Design the roles, workflows, governance, and handoffs that give the business a repeatable way to meet planned hiring demand.
Technology Optimization
Make the existing technology work for the operating model—not force the operating model to work around the technology.
Technology Selection
Make technology decisions with an operator’s view of adoption, integration, and operating value, informed by direct market perspective and relationships across the recruiting-technology ecosystem.
Fractional TA Leadership
Add experienced operator leadership or recruiting capacity when a critical role is open, demand changes quickly, or the function needs to stabilize.
Diligence and Integration
Understand the hiring function’s strengths, risks, and integration priorities before close, then protect hiring momentum afterward.
Performance Reporting
Give leadership a decision-ready view of hiring capacity, cost, pipeline, speed, and performance.
WHAT TO EXPECT
From first look to fully embedded.
Every engagement begins with the complimentary ATA Audit. Deeper work is scoped only when the evidence warrants it.
ATA Audit
ATA’s proprietary outside-in scorecard flags potential constraints on hiring capacity and cost. Delivered in real time. No system access is required.
Deep Diagnostic
If the Audit indicates deeper work, ATA combines operating expertise, stakeholder input, and ATS data to validate the highest-priority issues.
Operating Roadmap
ATA turns the findings into decisions on capacity, spend, technology, ownership, and sequencing.
Implement and Embed
ATA helps make the changes, measure adoption, and leave reporting and ownership in place.
FAQ
Common questions
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.