Who we work with

If talent acquisition is underperforming in your organization, you are in the right place.

Vitality TA works with TA leaders and HR executives across every major sector. The industries are different. The org charts are different. The root causes behind TA underperformance are almost always the same and so is the path out.

I lead a team I lead a hr broadly

20+

years of years of practitioner TA and executive search experience

57%

average reduction in time-to-fill within 60 days

100%

of clients leave with a fully self-running TA system

0

clients told they needed Vitality TA on an ongoing basis

For TA leaders

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

You are a VP of TA, TA Director, Senior Recruiter, or recruiting manager. You have spent enough time in this work to know the difference between a TA function that is simply active and one that is genuinely performing. Right now, yours is the former and you are frustrated because you also know why.

The problem is rarely your people. It is the absence of a clear operating structure: no consistent intake process, no daily sourcing rhythm, no SLAs that hiring managers are actually held to, no metrics that tie activity to outcomes. Without that infrastructure, even talented recruiters default to reactive behavior.

Vitality TA builds that infrastructure alongside you and your team. We are not here to audit and leave a report. We are here to build the system, get it running, and make sure the results show up in your data not just in a presentation.

TA team at work
Built for TA practitioners
The TA leader we most often work with

VP of TA / TA Director / Senior Recruiter

"I know we're capable of doing better. I can see the gaps. I just don't have the bandwidth to fix the infrastructure while also running the reqs and nobody above me understands why that's hard."

Common situation

  • 2–6 person TA team, 8–20+ open roles, mixed levels
  • Hiring managers engaged inconsistently some great, some a bottleneck
  • LinkedIn Recruiter available but not used systematically
  • ATS exists but pipeline data is incomplete or not reviewed regularly
  • External firms used occasionally, often without a clear decision framework
Start the free assessment
TA infrastructure
Sound familiar?

Five scenarios we hear from TA leaders almost every week.

By the time a req is formally opened, you are already 3–4 weeks behind. High-caliber passive candidates are not sitting in a queue waiting for your outreach. They need to be identified, warmed, and nurtured over time which means the pipeline work for a role should begin weeks before the hiring manager submits the paperwork. Vitality TA builds the proactive sourcing rhythm that eliminates this delay entirely.
This is one of the most common and costly failure points in any TA process. When intake is informal and feedback SLAs don't exist, recruiters are forced to guess what great looks like and then wait indefinitely to find out if they guessed right. Candidates go cold. Momentum dies. Vitality TA builds the intake structure and SLA framework that makes hiring manager accountability a process feature, not a personality contest.
LinkedIn Recruiter is one of the highest-ROI tools in any TA team's arsenal but only if it is used with volume, precision, and consistency. Sporadic usage produces sporadic results. Vitality TA builds a daily outreach architecture with message templates, connection sequences, and follow-up cadences that your team runs as a discipline, not an occasional activity.
If your weekly update to leadership is a list of open roles and their status, you are reporting activity not results. The metrics that actually build leadership confidence are quality of hire at 90 days, source of hire, time-to-fill by level, offer acceptance rate, and cost per qualified candidate by channel. Vitality TA builds the measurement infrastructure that lets you tell the story your leadership needs to hear.
A lean TA team with contract recruiter support is potentially one of the most efficient models in the industry but only when there is a clear operating structure that everyone plugs into. Without it, contract recruiters default to their own methods, candidate quality is inconsistent, and you spend more time managing them than you save.
HR executive team

The same gaps.
The same path out.

Whether you lead a TA team or a full HR function, the root causes behind underperformance are almost always structural not people.

The HR executive we most often work with

CHRO / SVP of People / VP of HR / HR Director

"I've been told for two years that TA is a priority. We've spent the money. We've had the conversations. And the same critical roles are still open. I need someone who can come in, tell me the truth about why, and actually fix it."

Common situation

  • Owns TA as part of broader HR portfolio not focused full-time on it
  • External search fees feel high but the alternatives are unclear
  • C-suite asking why specific roles have been open 90+ days
  • TA team well-intentioned but has plateaued without obvious cause
  • Wants a defensible plan not another activity report
Schedule the free assessment
HR executive
For HR executives

You need the TA function to perform at a level the business trusts and right now it does not.

You are a CHRO, SVP of People, VP of HR, or HR Director responsible for talent acquisition as part of a portfolio that also includes compensation, culture, compliance, and everything else that lands on HR's desk. TA is one part of your world but when it underperforms, it becomes the loudest part of every leadership conversation.

The pressure is coming from above. Open roles are creating real business impact delayed projects, revenue gaps, overworked teams. The C-suite is asking questions you don't have precise answers to: What is TA actually costing us? Why are these roles still open? Why are we paying external firms when we have an internal team?

You do not have time to rebuild the TA function yourself. You need a partner who can assess the situation honestly, build the infrastructure your team is missing, and give you the visibility and reporting to make the case to leadership without requiring you to supervise the work day to day. That is what Vitality TA is designed for.

HR leadership
Built for HR leadership
Common HR exec scenarios

Five questions HR leaders bring to a Vitality TA conversation.

TA cost lives across multiple budgets HR salaries, IT tools, Marketing event spend, hidden agency fees. Without a fully-loaded view, you cannot make defensible decisions about team size, vendor mix, or technology spend. The first thing every Vitality TA engagement produces is one number: total annual TA cost, fully loaded, with line-item visibility.
Agency fees often grow because the internal team can't move fast enough on senior roles. The right answer is not always to walk away from agencies it is to build internal capability that handles the roles your team should be handling, and use agencies surgically for the ones genuinely outside reach. We help you draw that line clearly.
Leadership confidence is rebuilt through visible improvement on metrics that matter to the business: time-to-fill on revenue-critical roles, hiring manager satisfaction, offer-to-accept rate. Vitality TA builds the measurement framework and the operating cadence that produces month-over-month improvement and the reporting that lets you tell that story.
A plateaued team is almost always a structural symptom not a talent problem. Once we baseline what the team is doing day-to-day and what is missing in their operating environment, the right interventions become specific and concrete. The team usually rises quickly once the system around them is fixed.
Scaling hiring without scaling TA capability is one of the fastest ways to break a function. Every Vitality TA engagement includes forward demand modeling what your current team can handle, what additional capacity looks like, what the optimal mix of internal headcount + contract + external partners is for your specific situation.
Sectors

Deep roots in construction and industrial sectors. Proven methodology across all of them.

Vitality TA was built on more than 20 years of executive search and TA leadership concentrated in construction, manufacturing, and infrastructure. We know these talent markets from the inside who the players are, what competitive compensation looks like, where the best candidates are working, and why they move.

The methodology we use translates across sectors because the fundamentals of great talent acquisition do not change by industry.

A note on fit.

We are selective about who we work with not because we are exclusive, but because we are honest. If we are not the right fit for your sector, your team size, or your situation, we will tell you in the first call and point you toward someone who is.

Deep sector expertise

Construction & general contracting Civil & infrastructure Manufacturing Industrial services Engineering & design

Broad methodology fit

Real estate development Professional services Financial services Healthcare Technology Energy & utilities
Construction sector Construction & infrastructure
Team at work
Our commitment

We tell you the truth. Even when it's uncomfortable.

Every engagement starts with an honest read not a polished pitch. If we are not the right fit, we will tell you that in the first call.

See client results
Positioning

What Vitality TA is and what it is not.

Vitality TA IS
  • A TA performance partner embedded in your operating model
  • Practitioners with 20+ years of real recruiting experience
  • A builder of systems your team can run independently
  • A source of honest assessment, even when it is uncomfortable
  • A partner accountable to results, not just activity
  • An extension of your team not a replacement for it
Vitality TA IS NOT
  • A staffing agency or search firm filling roles for a placement fee
  • A technology vendor selling software or platforms
  • An HR consulting firm that produces reports and moves on
  • A company that creates dependency on ongoing external support
  • A one-size-fits-all solution applied without understanding your context
  • A firm that takes every engagement regardless of fit
Start the conversation

Start with a free 30-minute assessment conversation.

We review your situation before the call so we arrive with relevant questions, not a generic pitch. In 30 minutes, you will have a clear read on where your TA function's most significant gaps are and what it would take to close them.

Schedule the free assessment call See how we work
01

We review your response

Before any call, we read what you shared and prepare specific, relevant questions.

02

A direct useful conversation

30 minutes with a senior Vitality TA partner. You will get a frank assessment of the gaps.

03

A clear next step or a clear referral

If there is a fit, we outline the engagement. If there is not, we point you toward a better option.