Consulting
We rebuild the process, your team keeps running it.
Let us help fix the process so your team can keep running it.
We build recruiting engines that scale. No fluff, no wasted motion—just the right people in the right seats.
Why the process itself is the problem
Adding more recruiters won't fix a broken process.
Sometimes the bottleneck isn't headcount. It's a scorecard nobody agrees on, an ATS nobody trusts, or a hiring manager loop that adds three weeks to every requisition. Maybe you've already tried hiring your way out of it and the same friction just shows up with more people attached. So let's address the elephant in the room: you don't want another vendor running your recruiting forever you want your own team to run it better. Consulting, done right, is a diagnostic and a fix, not a retainer that never ends. Here's how that actually compares with fixing it yourself or bringing in a generalist consultancy.
How we run an engagement
Six stages. We hand it back when it's fixed.
Every engagement starts with a diagnostic, not an assumption. We fix the process alongside your team, then step back, so the fix is yours to run, not ours to keep billing for.
01
Discovery & Stakeholder Interviews
We talk to recruiters, hiring managers, and candidates to find out where the process actually breaks.
02
Process & Data Diagnostic
We pull your funnel data and map every step against where time and candidates are actually being lost.
03
Benchmarking
Your numbers, measured against 25+ years of hiring data across comparable roles and industries.
04
Redesign & Roadmap
A prioritized set of fixes, sequenced by impact and effort, not a 100-page report that sits on a shelf.
05
Implementation Support
We work alongside your team as the changes go live, adjusting as real requisitions move through the new process.
06
Handoff & Enablement
Documentation and training so your team owns the new process outright—no ongoing retainer required.
Three ways to solve this
Talent acquisition consulting isn't what you're used to
Fix it internally, bring in a generalist consultancy, or bring in NXTThing. Here's how the three actually compare once you're a few months in.
| Comparison criteria | Internal team | Generalist consultancy |  |
|---|---|---|---|
| Who's accountable when it slips | You, diagnosing your own process from inside it | Nobody, once the report is delivered | We are, through implementation, not just the recommendation |
| Depth of expertise | Limited to what your team has seen before | Broad management consulting, not recruiting-specific | 25+ years of hiring-specific benchmarks and patterns |
| What you get | Whatever your team has time to investigate | A slide deck and a set of recommendations | A prioritized roadmap plus hands-on implementation support |
| Independence after the fix | Dependent on whoever led the fix staying | You're on your own to implement it | Your team owns the new process outright, no retainer needed |
| Cost model | Opportunity cost of your team's time | Time and materials, often open-ended | Fixed-scope engagement with a defined end date |
The NXTThing difference
A fix your own team can run without us
25+ years of diagnosing hiring processes, benchmarked data across millions of hires, and consultants who've actually run TA teams.
Diagnostic-Led
We find the actual bottleneck in your data before proposing a fix
Benchmarked
25+ years of hiring data to show you where you really stand
Hands-On
We implement alongside your team, not just hand over a slide deck
No Lock-In
A fixed-scope engagement that ends with your team running it, not us
Recruiting-Specific
Consultants who have run TA teams, not generalist strategy consultants
What it costs
50%
Typical cut in time to fill after a process redesign
8-12 weeks
Typical engagement length, diagnostic to handoff
0
Ongoing retainers required—we hand it back when it's fixed
A truly configurable solution
Blend the hiring solutionsthat fit your situation
Start with one service—or a few—whatever today’s problem calls for. As you go, add, drop, or shift the mix as your needs change. Same team, same reporting, no new contract.
Managed Recruiting
A dedicated team runs your requisitions day to day.
Executive Search
For senior seats: confidential research and direct approach.
Contingent Labor (MSP)
Governs the workforce that isn't on your payroll.
Recruitment Marketing
Runs upstream, building the pipeline the other four draw from.
Frequently asked questions
The questions buyers actually ask, answered straight
What does a consulting engagement include?
A structured diagnostic of your current hiring process, benchmarked against comparable organizations, then a prioritized roadmap of fixes and hands-on help implementing it.
How is this different from a generalist consultancy?
Generalists bring frameworks. Our consultants have run recruiting operations and have the hands-on expertise that comes from doing the work, not just studying it.
Do we need to sign an ongoing retainer?
No. Consulting engagements are fixed-scope with a defined end date. The goal is to hand the fixed process back to your team and get out of the way.
Can consulting be combined with other services?
Yes. Many clients start with consulting to fix the process, then layer in Managed Recruiting or Recruitment Marketing once the foundation is solid.
What does a talent acquisition consultant do?
A talent acquisition consultant assesses how your hiring works, identifies where it fails, and designs the fix. That can mean redesigning the interview process, restructuring the team, selecting technology or rewriting how roles are scoped. The output is a plan your own team can run.
What are talent acquisition services?
Talent acquisition services can include advisory work, recruiting delivery, technology and analytics. Advisory may cover process design, workforce strategy, technology selection and capability building, while delivery can support part or all of recruiting. The right mix depends on the hiring challenge.
What does a talent acquisition company do?
A talent acquisition company helps organizations improve how they attract, engage and hire talent. Depending on the provider, that can include consulting, recruiting delivery, technology, analytics or a combination of these. The right partner should match its approach to the organization’s hiring goals, internal resources and existing technology.
Can you provide an example of a talent acquisition strategy?
A workable strategy names the roles that matter most to the business plan, the sources that reliably produce those people, the assessment that predicts success in them, and the measures that show whether it is working. Anything that does not answer those four points is a wish list.
