Talent Lab by Jackye Clayton
Practical recruiting tools
Talent Lab for Teams
Talent Lab Systems Sprint™
Find the 2-3 constraints making recruiting harder than it needs to be. Fix the highest-impact ones. Leave with a system the team can keep running.
A four-week sprint for TA leaders who know hiring is harder than it should be and need to figure out what is actually getting in the way.
4 weeks · TA leader + core team · Diagnose → Fix → Install
Book a 20-minute callBring your hardest open role. I'll map it live and you'll leave with the first five places to look, whether or not we work together.
How the sprint works
Step 1
Diagnose
Week one starts with your Talent Map: ranked places to find people for your three hardest open roles. Find the real source of the drag. We look at what is actually happening in the work: intake, search, decisions, handoffs, workflow, technology and team practices: and identify the 2-3 constraints worth fixing first. We are not auditing your whole TA function.
Step 2
Fix
Make agreed changes to the 1-2 constraints creating the most drag. This is not a deck of recommendations. We make the agreed changes during the sprint. Depending on what the diagnosis finds, we may:
- Cut or rewrite role requirements the market cannot support
- Rebuild the intake process
- Simplify recruiter-hiring manager handoffs
- Change the decision points that keep slowing hiring
- Redesign the search strategy
- Remove workflow steps that add nothing
- Change how an existing recruiting tool or process gets used
- Create and install a Talent Lab tool, template or practice the team can keep using
Step 3
Install
The work should not disappear when the sprint ends. We document what changed, install the tools, templates or practices the team needs, decide who owns it, establish how it works day to day, and map the next 90 days.
Who takes part
Primary sponsor
The Head, VP or Director of Talent Acquisition: or the People leader who owns recruiting.
Core working group
Roughly 3-6 people from the recruiting team.
As needed
Hiring managers and other stakeholders join only where the constraint touches them.
This is not four weeks of workshops for the whole department. The core team shows up where their input or ownership is needed. Everyone else joins only when the work calls for it.
What your team leaves with
- A constraint map of your recruiting system, built from the TA Systems Scan
- Prioritized findings, ordered by what to fix first
- A revised workflow or process for each priority constraint we worked on
- Rebuilt intake and search practices where they were the constraint
- Talent Lab tools, templates or practices installed for the priority problem we chose to fix
- A leadership brief: priorities, owners, and the decisions still needed
- A 30/60/90-day plan with a named owner on every action
Where the sprint ends
During the four weeks
Jackye diagnoses the priority constraints, works side by side with the team on the agreed changes, and helps install the tools and practices that support them.
After the sprint
Your team owns the operating rhythm and the 30/60/90-day plan. The sprint ends with changes completed or installed, ownership assigned, tools and templates documented, remaining priorities ordered, and the next 90 days mapped.
Investment
If you don't have a ranked source list for each of your three hardest roles by the end of week two, you get your deposit back and keep the lists.
$9,500. Half at kickoff, half at week four.
Founding rate for the first three teams. After that it is $15,000.
Does this sound like your team?
- Recruiters are working hard, but roles still stall.
- Hiring managers keep creating searches the market cannot support.
- Every recruiter seems to be running a different process.
- You added technology, but the work did not get easier.
- Candidate pools stay narrower than they should.
- The same problems keep coming back.
- Everyone agrees something is broken, but not what.
What this is not
The sprint stays centered on the constraints slowing hiring. That means it does not include:
- Recruiting outsourcing or sourcing on your behalf
- A company-wide HR transformation
- Fractional leadership
- Unlimited implementation after the four weeks
- An audit of everything your TA function does
Start with what is actually slowing hiring.
Bring your hardest open role. I'll map it live and you'll leave with the first five places to look, whether or not we work together.
Book a 20-minute callNot sure yet? Run the free TA Systems Scan first.