Talent Acquisition Performance

We Build High Performance Talent Acquisition Teams.

The Best Companies are not built on urgency and constant firefighting. They are built on clarity, preparation, process, skills, communication, accountability and consistent execution. That is the foundation of our Talent Acquisition Performance Training Program.

Start with a free TA assessment Download the TA audit guide

We partner directly with Leadership and Talent Acquisition teams to assess current performance, identify operational gaps, implement refined systems and elevate hiring execution across the organization.

68%

of companies report TA underperformance despite increased investment in the function

3–5X

annual salary: the true cost of a failed hire at manager level and above

$0

what most organizations count as vacancy cost in their cost-per-hire model

Who this is for

Find the path most relevant
to your situation.

TA Leaders

For TA Leaders

You know what great looks like. You need the infrastructure to get there.

You are a VP of TA, TA Director, or recruiting manager who understands the mechanics of great recruiting but you are operating without the structure, tools, or organizational buy-in to perform at the level you know is possible.

  • Your team is active but the pipeline for critical roles is consistently thin
  • Hiring managers are disengaged, slow to respond, or going around the process
  • You're sourcing reactively instead of building pipeline ahead of need
  • LinkedIn outreach is sporadic r ather than systematic
  • You can't clearly show senior leadership what the team is producing and why
This is me Tell me more
TA Leaders

For HR Executives

You are a CHRO, SVP of People, VP of HR, or HR Director balancing Talent Acquisition alongside broader leadership responsibilities. Despite significant investment in internal recruiting resources, external agencies, job boards, and technology, the business is still not seeing the hiring volume, talent quality, consistency, or speed required to support growth and operational demands. You Need TA to Perform at Levels the Business Leaders Trust and have Confidence in. Right now, you do not.

You are a CHRO, SVP of People, VP of HR, or HR Director responsible for talent acquisition as part of a broader portfolio. You are spending on TA internally and externally and the business is asking why key roles are still open.

  • Fully-loaded TA cost never calculated accurately
  • External search fees paid on roles internal team was also working
  • Performance expectations are informal or inconsistently applied
  • Senior leaders have lost confidence in the internal process
  • You need a defensible plan not more activity reports
This is my situation

What we do

Four ways we close the gap between effort and results.

Every engagement is tailored to where your TA function actually is not where you wish it was. These are the four areas where the gap between current performance and what is possible is most consistently found.

TA System Assessment

We review the entire TA function & current process and results. We identify friction points and skill gaps and real costs for current results.

90-Day Performance Playbook

A complete operating system your team can implement alongside your unique company structure, needs, systems and execute.

Sourcing Strategy & Execution

Every sourcing channel is enhanced drastically. Leverage each tool and resource to its full potential. Calibrate and refine every email and call script. Not just more job slots.

Ongoing Advisory & Coaching

Senior TA Strategist on call, without overhead. We stay plugged into your team to ensure they have everything they need to deliver and rebuild trust.

Our 90 Day TA Performance Training That Delivers.

We think through every possible detail. We deploy every possible strategy or tactic to drive the desired outcomes. There is not a silver bullet, it is a series of small practical and innovative approaches that move the needle, repeated over and over again. Backed by hard work, application, skill development, enhanced performance expectations that deliver drastically better results.

See Full Framework
01

Assessment & Baseline

We establish what the TA function is actually costing, producing and missing with real numbers, not assumptions.

02

Prioritization & Intake

We define the req stack-rank, complete intake on every active role and establish what great looks like before sourcing begins.

03

Sourcing Engine Activation

Every channel turned on. LinkedIn outreach architecture built. Pipeline begins moving within two weeks.

04

Process, SLAs & Accountability

Interview process tightened. Hiring manager commitments defined. Weekly rhythm established.

05

Review, Refine & Sustain

At 30, 60 and 90 days we review the data and document what is so the system runs without us.

Who this is for

What changes
when the system works.

Personal Services 280 employees

Sourcing Strategy & Activation

Passive candidate rate 9% → 61%
LI outreach / week 3-5 → 28-35

"Within three weeks we had more qualified conversations with passive candidates than we had in the previous six months combined."

TA Director, Professional Services

Construction 350 employees

Assessment + 90-Day Playbook

Time-to-Fill 74D → 31D
True TA Cost $210K → $347K (REAL)

"We had no idea what we were actually spending on TA. The first session alone changed how we make decisions about the function."

VP of HR, Industrial Services

Construction 350 employees

Full Playbook + Advisory

Documented TA process None → Day 10
Offer-to-accept rate 58% → 91% (REAL)

"We didn't just get a consultant we got a TA partner who understood our business and built something we can actually run."

HR Director, Manufacturing

The questions most people ask before they reach out.

How is Vitality TA different from hiring a search firm? +
Unlike search firms that focus on one-off placements, we rebuild your internal operating model to ensure sustainable, long-term hiring success owned by your team.
We already have an internal TA team. Why would we need this? +
We don't replace your team; we empower them. We provide the framework, data architecture, and SLAs that help internal teams move from reactive "firefighting" to proactive talent acquisition.
How long before we see results? +
Most clients see a measurable shift in pipeline velocity within the first 14 days, with full process optimization completed by the 90-day mark.
What does an engagement actually cost? +
Pricing is tailored to the size of the organization and the complexity of the hiring needs. However, the cost is typically less than a single executive search fee.
Have you worked in our industry? +
Our framework is industry-agnostic because it focuses on the fundamental mechanics of recruitment—sourcing architecture, manager accountability and data-driven decision making.

Not sure where your TA function stands? Start here.

The Vitality TA Assessment Guide walks you through 10 questions that surface exactly where your TA function is leaking time, money and candidate quality. Most people find three or four things they hadn't put a number on. Takes 15 minutes.

Download free no email required

Let's assess your TA function for free.

A 30-minute conversation with a Vitality TA senior partner. We review your situation in advance, arrive prepared and give you an honest read on where the gaps are whether that leads to an engagement or not. No commitment required. No sales pitch. Just a useful conversation.