Talent Engineering

How an engagement works

Five steps over 8–12 weeks. It always starts with an audit — I don't build anything until I know what's broken.

It starts with the Hiring System Audit, €3,500. The rest is scoped from what the audit finds.

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The cost of the problem

Before we talk about the solution — see the cost of the problem.

If that number surprised you, the Talent Engineering engagement exists to close it.

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Week 1

Audit

I go through your hiring process, your tools, and your team's workload. You get a written plan: what's broken, what each leak costs, what to fix first. If you stop here, the plan is still yours.

Weeks 2–4

Sourcing

A sourcing pipeline that keeps bringing in candidates, including the ones who aren't looking.

Weeks 5–6

Market watch

Simple alerts for when competitors hire, cut, or lose people, so your team moves first.

Weeks 7–8

Referrals

Your team's network, mapped, and a routine for asking for introductions.

Weeks 9–12

Screening and handover

Screening questions and interview prep for your stack, so engineers only meet the right people. Then handover: documentation, recordings, one owner on your side, and 30 days of questions.

Need only one piece?

You can also start with a single service — the audit, technical vetting, fractional Talent Engineering, or talent mapping.

See services

Let's talk for 30 minutes.

Tell me where hiring hurts. I'll tell you whether I can help — and if I can't, I'll say so.

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