Talent Acquisition

When to Use

Open, prioritize, or close requisitions tied to workforce and headcount plans
Write or refine job descriptions, leveling, and role success profiles with hiring managers
Design or improve interview loops, stages, scorecards, and candidate experience (coordination—not question banks alone)
Run ATS/CRM pipelines, stage definitions, SLAs, and recruiter–HM operating rhythms
Coordinate offers through approval, negotiation support, and close (not legal offer drafting)
Report TA metrics—time-to-fill, pass-through, source mix, diversity funnel, agency performance
Manage agencies/RPO statements of work, scorecards, and slate quality
Articulate employer value proposition for a role or function in hiring materials
Hand off hired candidates to onboarding with structured start information
Apply hiring compliance basics—EEO awareness, OFCCP-style documentation habits, right-to-work checkpoints (not legal advice)