Recruiting Optimization & Stabilization Sprint

The Problem We Solve

Many organizations using SuccessFactors Recruiting struggle with:

• Recruiter frustration and low adoption
• Overcomplicated workflows and approvals
• Hiring manager confusion
• Poor handoffs to onboarding
• Configuration that “works” but slows hiring

These issues usually aren’t caused by missing functionality — they’re caused by over-configuration, legacy decisions, and process drift.

This sprint is designed to stabilize and optimize what you already have, quickly and safely.

What This Sprint Delivers

A focused, senior-led engagement to improve Recruiting usability, efficiency, and outcomes — without a full reimplementation.

Week 1 – Diagnose

• Recruiting process and configuration review
• Recruiter & hiring manager pain-point analysis
• Workflow, template, and approval assessment
• Integration touchpoint review (Onboarding, agencies, background checks)

Weeks 2–3 – Optimize

• Simplify workflows and approvals
• Clean up templates, statuses, and rules
• Improve recruiter and hiring manager experience
• Targeted configuration adjustments (within scope)

Week 4 – Validate & Enable

• Testing and validation
• Admin knowledge transfer

Clear, prioritized next-step recommendations (optional follow-on)

What This Is (and Is Not)

This sprint IS:

• Optimization and stabilization
• Focused, time-bound, outcome-driven
• Delivered by senior Recruiting experts
  

This sprint IS NOT:

• A full Recruiting reimplementation
• An ATS replacement project
• A multi-country compliance redesign
• An open-ended advisory engagement
  

If additional needs are identified, they are scoped separately.

Typical Outcomes

Clients typically see:

• Faster recruiter throughput
• Improved hiring manager satisfaction
• Reduced manual work and rework
• Clearer ownership and processes

Increased confidence going into hiring cycle

Why the Sprint Is Structured This Way

The sprint is intentionally time-boxed and scope-defined to keep spend predictable and outcomes clear. Open-ended flexibility often increases cost and dilutes results. A clean start and stop allows us to execute decisively, protect budget, and deliver meaningful improvement without overages or drift.

Commercials

• Fixed Fee: time-boxed engagement
  Pricing is confirmed after a short scoping conversation.
• Billing:
  50% at start
  50% at midpoint
• Payment Terms: NET15 or due on receipt

Internal effort cap: Managed internally to protect scope and delivery quality

Who This Is For

• Organizations live on SuccessFactors Recruiting
• Teams experiencing recruiter or hiring manager friction
• HRIS leaders who want improvement without disruption
• Companies unsure about next steps but needing relief now
  

Why Us

• Senior-only consultants (15+ years experience)
• Deep SuccessFactors Recruiting expertise
• Pragmatic, execution-focused approach
• Designed for speed, not theory