You are not short on effort. You are short on capacity, or the plan was never deliverable.

The recruiter tools solve one search at a time. This layer is for the person who owns the whole number: the hiring plan, the workload, the team, and the case that has to be made to the business.

None of these tools ask for names, company information, candidate information, or employee information.

What are you being asked to answer?

Hiring Plan Reality Check

I have been handed a hiring plan and I do not know if we can deliver it

Check the plan against the team you actually have: the hires, the months, the mix of roles, and when they land.

Leave with a deliverable-or-not answer, the month it breaks, and what can change.

Check My Hiring Plan

Capacity Calculator

My team is carrying more requisitions than it can hold

Calculate how many recruiters the current requisition load requires, and where the workload is being lost.

Leave with a staffing estimate, your capacity gap and the tradeoffs.

Calculate Recruiter Capacity

Capacity Case Builder

I know the number. Now I have to defend it to the business

Turn the capacity estimate into a written case: the situation, the number, the cost of leaving roles open, and the decision you are asking for.

Starts from the capacity calculator. Leave with a case you can put in front of a leadership team.

Build My Capacity Case

Interview Loop Builder

Hiring is slow and every team runs a different process

Set the smallest interview loop that can make a decision, with one owner per criterion and the whole process inside one business week.

Leave with a five-interview maximum loop, scorecards and the interviews you can cut.

Build My Interview Loop

Diagnostic layer

If the numbers work and hiring still slips, the constraint is elsewhere.

The TA Systems Scan looks across six areas of your talent system and separates a one-off problem from a repeated pattern. Five minutes, no booking required.

Run the TA Systems Scan

TA Lab Systems Sprint™

When the constraint is the system, not the search.

A four-week engagement with heads of talent acquisition: diagnose what is actually slowing hiring, fix the highest-impact constraints, and install the tools the team keeps using after I leave.

See how the Systems Sprint works

For recruiters

Working a specific search rather than the whole plan?

Intake plans, sourcing strategy, talent maps and hiring-manager pushback live in the main TA Lab.

Go to the recruiter tools →

Want to talk it through?

Tell Jackye what the plan is asking for and where the team is stuck. She will reply personally.