Talent Acquisition Strategy to Review or Structure

Typical Challenges Faced in This Situation

Difficulty Attracting the Right Profiles

Despite your efforts, the candidate pool is too small, poorly targeted, or unqualified.

Poorly Positioned Attraction Messaging

Your employer brand promise lacks clarity or doesn’t resonate with the talent you’re aiming to reach.

Too Many Tools, Little Cohesion

You have multiple platforms and processes, but nothing truly integrated. The candidate journey is fragmented and inefficient.

Lack of Visibility on Performance

Without clear indicators or defined processes, it’s hard to know what works and what doesn’t.

Difficulty Measuring Recruitment Performance

Without clear metrics or a rigorous analysis method, identifying improvement levers is tough. This lack of clarity hinders adjustments and decision-making.

Loss of Credibility with Managers

Delays pile up, critical roles remain unfilled, and trust in recruitment starts to erode.

Real Cases, Concrete Solutions

Our Solution

Complete Outsourcing (RPO)

A recruiter or talent acquisition lead integrates directly into your organization to manage the entire hiring process while revisiting your attraction strategy. We analyze current practices, identify areas for improvement, structure key steps, and implement the right tools (ATS, metrics, templates, key messages). This is a complete, customized, and flexible solution—ideal for organizations looking to professionalize recruitment, strengthen their employer brand, and build a sustainable approach without doing it all in-house.

Learn More

Our Recruitment Process

Comprehensive Analysis of Your Current Practices

Tools, messaging, channels, target profiles, metrics, timelines—nothing is left to chance.

Definition of a Tailored Acquisition Strategy

We align your business needs, HR challenges, and employer brand to build a realistic and coherent roadmap.

Operational Integration Within Your Teams

We execute the strategy by actively managing recruitment and coordinating the process.

Measurement of Results and Impact

We track KPIs, make continuous adjustments, and provide concrete recommendations. You maintain full visibility at every stage.

Transfer of Practices or Extended Support

We can transfer tools, train your teams, or continue the mandate based on your priorities.

Multiple Models Available

Compare Services

Select Services to Compare

Comparateur

Terms and Conditions

Type of Engagement

Minimum Duration

Billing Method

Scope of Service

Mandate Scope

Team Integration

Accompagnement post-recrutement

Ideal Use Case

Hiring Volume

Ideal Context

Use Case Example

Full RPO Solution

Full ownership of recruitment functions

Often several months or years

Based on seniority, scope, and duration

Recruitment process management (process, tools, KPIs)

Very high: as a replacement or for strategic structuring

Ongoing

Depending on the need

Structuring, growth, international expansion

No internal talent acquisition team, setting up a recruitment methodology, hiring plan, and key KPIs

On-Demand Recruiter

Recruiter integrated into your team

Minimum of 4 weeks

Based on seniority, scope, and duration

Complete recruitment management

High: strategic role within the organization, often reports to the HR or Talent Director

Ongoing

Very High

Hiring blitz, turnover, overload

Temporary recruiter absence, recruitment blitz

Hourly Recruitment

Single or targeted role by the hour

35h base (minimum required)

35h min + estimate

Specific tasks (intake, passive and active sourcing, pre-qualification, candidate presentation)

Works closely with managers or the president.

Candidate and client follow-ups only

Low / Medium

One-time mandate: for a single role to fill, often strategic. We assess the required workload, then bill by the hour after an initial 35-hour package. Hourly bank: for multiple positions or recurring needs. The annual bank is flexible, with a sliding rate based on volume.

Ideal use: Fill a specific need, make a lasting hire.

Full RPO Solution

Full ownership of recruitment functions

Often several months or years

Based on seniority, scope, and duration

Recruitment process management (process, tools, KPIs)

Very high: as a replacement or for strategic structuring

Ongoing

Depending on the need

Structuring, growth, international expansion

No internal talent acquisition team, setting up a recruitment methodology, hiring plan, and key KPIs

On-Demand Recruiter

Recruiter integrated into your team

Minimum of 4 weeks

Based on seniority, scope, and duration

Complete recruitment management

High: strategic role within the organization, often reports to the HR or Talent Director

Ongoing

Very High

Hiring blitz, turnover, overload

Temporary recruiter absence, recruitment blitz

Hourly Recruitment

Single or targeted role by the hour

35h base (minimum required)

35h min + estimate

Specific tasks (intake, passive and active sourcing, pre-qualification, candidate presentation)

Works closely with managers or the president.

Candidate and client follow-ups only

Low / Medium

One-time mandate: for a single role to fill, often strategic. We assess the required workload, then bill by the hour after an initial 35-hour package. Hourly bank: for multiple positions or recurring needs. The annual bank is flexible, with a sliding rate based on volume.

Ideal use: Fill a specific need, make a lasting hire.

Benefits

Why Choose Humanify

Sharp Analysis

A clear, realistic view of your attraction challenges.

Measurable Efficiency

Simple yet powerful tools to drive your hiring process.

Total Adaptability

Support tailored to your recruitment maturity level.

Key Figures

Every number tells a story

+ 500

Weekly follow-ups sent

+ 1000

Positions filled in 2024 by our team

+ 500

Satisfied clients

50

Team members

+ 500

Weekly follow-ups sent

+ 1000

Positions filled in 2024 by our team

+ 500

Satisfied clients

50

Team members

Contact Us

We Help You Build Your Dream Team

Let's Discuss

Let’s Talk Recruitment!

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