New ways of thinking
for the next wave of talent
We build in-house recruiting engine's that enable your firm to compete for the best talent at a fraction of the cost
Over a decade of experience helping industry-leading firms improve their talent outcomes
The landscape of talent has never been more intricate and competitive.
Post-Affirmative Action Diversity Strategy
The Supreme Court's ruling on Affirmative Action presents challenges to current DEI strategies. To maintain leadership in talent and innovation, companies must navigate a polarized political and evolving legal landscape to develop a future-proof action plan.
High Interest Rates and Cost Sensitivity
The current cost environment has created wavey apprehension toward recruiting investment. To continue to move forward, leaders must derive strategies that enhance outcomes while reducing their costs.
Generational Shifts
Navigating a four-generation workplace is already challenging. Now, with 10,000 Baby Boomers retiring daily and Generation Z bringing a different perspective on work, it's evident that this challenge is just beginning.
Tech and AI Usage
AI enablement within the HR tech stack has created new opportunities for organizations to improve efficiency and hiring accuracy. However, the effective implementation of new HR technologies requires careful consideration of data privacy, legal obligations, and proper training to mitigate potential risks.
Evolving Workplace Preferences
When building a career brand and workplace offering that meets the varied preferences of knowledge workers amidst the evolving landscape of return-to-office, mental health, DEI, sustainability, and remote teams, it can become quite complex.
Unreliable Attrition and Forecasting Data
2020: Covid 2021: Great Resignation 2022: Hiring Frenzy 2023: Low Attrition and Layoffs
In working with the last 4 years of data, workforce planning and campus hiring forecasts have never been more challenging to gain consensus on.
And, the costs are adding up for companies who underinvest in their talent acquisition infrastructure.
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When infrastructure is lacking, companies offload more requisitions than necessary to headhunters.
Building systems and programs to support your recruiters effectiveness can save your firm seven-figures in annual headhunter fees.
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Without a efficient workforce planning and campus recruiting initiatives, companies are hiring early to mid-career professionals to manage simple tasks.
Replacing just ten, 1-year of experience hires with recent grads saves companies at least $250,000 annually in people costs.
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The absence of a strong recruiting strategy can result in high turnover among high-performing employees who are hindered by limited junior staff to handle repetitive and time-consuming low-value tasks.
22% of high performing staff members leave due to a lack of opportunities.
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Without workforce diversity and fresh perspectives, companies lag in innovation and adaptability, jeopardizing their market position and growth potential.
Companies with robust diversity strategies are 45% likelier to report that their firm’s market share grew over the previous year.