TALENT ACQUISITION TRANSFORMATION
Build Better Hiring Decisions.
Practical, evidence-led Talent Acquisition consultancy for organisations that want recruitment to work better.
From strategy and operating model to technology, hiring capability, inclusive selection and candidate experience.
TA Transformation • Fractional & Interim Head of TA • Hiring Capability
Better recruitment. Better decisions. Better outcomes.
FRACTIONAL & INTERIM TA LEADERSHIP
Senior TA leadership when you need it without necessarily making a permanent hire.
Not every organisation needs a full-time Head of Talent Acquisition. Some need experienced leadership during growth, change or transition.
Others need senior TA capability for one or two days a week while the recruitment model is being built.
FRACTIONAL HEAD OF TALENT ACQUISITION
For growing organisations that need senior TA leadership, but not yet on a full-time basis.
- Talent Acquisition strategy and priorities
- Recruitment operating model design
- Hiring process and workflow improvement
- Hiring-manager capability
- Recruitment team leadership and development
- Agency and supplier strategy
- ATS and recruitment technology optimisation
- Recruitment data, reporting and KPIs
- Candidate and hiring-manager experience
- Interview and selection governance
- Workforce planning and hiring readiness
Aim is to build the right recruitment capability now — and make the transition to permanent straightforward when ready.
INTERIM HEAD OF TALENT ACQUISITION
For organisations that need experienced TA leadership during a defined period of change or transition.
- Covering a leadership vacancy
- Leading recruitment during organisational change
- Stabilising an underperforming TA function
- Supporting rapid or complex hiring
- Leading a recruitment transformation programme
- Implementing new recruitment technology
- Restructuring the TA operating model
- Preparing the function for permanent leadership
I step in quickly, provide clear ownership and work with HR, business leaders and recruitment teams to keep hiring moving while longer-term decisions are made.
WHEN FRACTIONAL OR INTERIM SUPPORT MAKES SENSE
- Hiring is increasing but you are not ready for a permanent Head of TA.
- Recruitment has become too reliant on agencies or individual heroics.
- There is no clear senior ownership of Talent Acquisition.
- The organisation is going through growth, restructure or transformation.
- A permanent TA leader has left and you need experienced cover.
- You need someone who can both set direction and understand operational delivery.
WHAT YOU GET
Senior TA leadership without unnecessary complexity.
A clear view of what needs to change.
Practical recommendations rather than another strategy document.
Support with implementation.
Capability built into the organisation rather than sitting with an external consultant forever.
And when the organisation is ready for its next stage, a recruitment function that is in a stronger position than when I arrived.
Not sure whether you need fractional, interim or consultancy support?
Start with a 30-minute Talent Acquisition Discovery Call.
Operating Model Design
Review roles, responsibilities, service delivery and governance across Talent Acquisition.
What We Transform
Six connected areas that determine the effectiveness, efficiency and quality of your Talent Acquisition function.
Ensure your recruitment technology is configured to support recruiters and managers, followed by identifying and removing blockers to adoption.
Recruitment Process Design
Map the end-to-end hiring journey and remove unnecessary delay, duplication and administration.
ATS & Technology Optimisation
Automation & AI Readiness
Navigate the shift to AI-enabled recruitment, identifying practical opportunities for automation and AI-use policies and governance.
Candidate & Hiring Manager Experience
Create simpler, clearer and more effective experiences throughout recruitment.
Recruitment Data & Reporting
Define meaningful measures, dashboards and reporting requirements that improve visibility and decision-making.
The TA6™ Recruitment Transformation Framework
Transforming Talent Acquisition across six connected dimensions.
Recruitment challenges rarely exist in isolation. A slow hiring process may be caused by unclear ownership, disconnected technology, inconsistent decision-making, limited capability or a lack of meaningful performance data.
TA6™ provides a structured, evidence-led framework for reviewing and improving Talent Acquisition across strategy, operating model, technology, delivery, capability and measurement.
It can be used end to end or applied to a specific business challenge.
Step 1 → Diagnose
Step 2 → Design
Step 3 → Digitise
Establish what is really happening. Every engagement begins with evidence rather than assumptions.
I review the current recruitment model, processes, technology, performance data and stakeholder experience to identify what is working, where delivery is being constrained and what needs attention first.
This can include: stakeholder and hiring-manager insight, recruitment data and performance measures, process and workflow mapping, roles, responsibilities and decision-making, recruitment costs and agency dependency, ATS, CRM and technology effectiveness, candidate and hiring-manager experience, hiring quality and interview governance.
Outcome: a clear, evidence-based assessment of the current position, risks and priority opportunities.
Create the right future operating model. The next step is to translate the evidence into a practical model that supports the organisation’s workforce priorities.
This is not about imposing a standard recruitment structure. It is about designing the right combination of people, processes, governance, technology and external partners for the organisation.
This can include: Talent Acquisition operating-model design, team roles, structure and capacity, service ownership and accountability, recruitment workflows and approval routes, governance and decision-making, service levels and performance expectations, sourcing and agency strategy, RPO or blended delivery models.
Outcome: a clearly defined future-state model with agreed responsibilities, workflows and measures of success.
Make technology work for the recruitment model. Recruitment technology should simplify delivery, improve visibility and create a better experience, not add unnecessary complexity.
I assess how effectively the organisation is using its ATS, CRM, automation, AI and reporting tools, identifying where technology can remove administrative friction and support better decisions.
This can include: ATS and CRM optimisation, recruitment technology reviews, workflow automation, system integrations, responsible use of AI, recruitment dashboards and analytics, data quality and ownership, technology and supplier selection.
Outcome: a practical technology and automation plan aligned with the organisation’s recruitment needs.
Step 4 → Deliver
Step 5 → Develop
Step 6 → Demonstrate
Turn recommendations into sustainable change. A strong strategy only creates value when it is implemented effectively.
The Deliver dimension converts the agreed future model into a realistic programme of action.
This can include: prioritised implementation roadmaps, 30, 60 or 90-day transformation plans, process and workflow implementation, technology configuration and adoption, dashboard and reporting implementation, R2O or supplier transition support, pilot programmes and phased rollouts, risk, dependency and stakeholder management.
Outcome: a controlled, practical implementation programme that moves the organisation to measurable change.
Build the capability required to sustain improvement. Transformation cannot depend permanently on an external consultant.
Recruiters, hiring managers and interview panels need the knowledge, confidence and practical tools to operate the new model consistently.
This can include: hiring-manager capability, structured and evidence-led interviewing, interview design and scoring frameworks, panel preparation and calibration, AI-era interview skills, recruiter development, recruitment technology adoption, governance guidance and toolkits, practical templates, playbooks and decision tools.
Outcome: greater confidence, consistency and accountability across everyone involved in hiring.
Show the value of Talent Acquisition. Talent Acquisition should be able to demonstrate its contribution through meaningful business evidence, not simply activity levels.
Establish appropriate baselines, measures and reporting so leaders can understand whether recruitment performance is improving.
Measures can include: time-to-hire and cost-per-hire, agency expenditure and direct sourcing, recruitment-stage conversion and offer acceptance, candidate and hiring-manager experience, process compliance and quality-of-hire indicators.
Outcome: clear evidence of impact and stronger leadership confidence.
Typical TA6™ Deliverables.
Depending on the scope of the engagement, this can include: current-state diagnostic, stakeholder and hiring-manager insight, recruitment process and workflow maps, risk and opportunity assessment, recruitment technology review, future-state operating model, recruitment KPI framework, technology roadmap, prioritised 30, 60 or 90-day action plan.
Start With a TA6™ Transformation Review
Experienced in the Work. Focused on the Outcome.
Why Work With Fabio
Roaring Success® is led by Fabio Mazzieri, a senior Talent Acquisition and recruitment transformation leader with more than 15 years’ experience across in-house recruitment, RPO, commercial recruitment and consulting.
The approach is practical rather than advisory-only grounded in the experience of leading, building and transforming recruitment functions from within.
Experience includes:
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Recruitment operating-model and workflow redesign
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ATS implementation, optimisation and automation
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Recruitment technology and AI governance
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Recruitment analytics and leadership reporting
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Agency optimisation and cost reduction
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Candidate and hiring-manager experience
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Structured interviewing and assessment
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Hiring-manager capability
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Workforce and recruitment planning
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Programme implementation and change adoption
The focus is always on practical change that improves hiring performance and leaves stronger capability behind.
Inclusive Recruitment by Design™
Build inclusion into recruitment by design — not as an afterthought.
Inclusive recruitment is most effective when accessibility, EDI and neuroinclusive practice are built into the recruitment journey from the start.
This service helps organisations review and strengthen how roles are designed, advertised, assessed and onboarded — removing unnecessary barriers while improving consistency, candidate experience and hiring quality.
The objective is not to lower standards. It is to ensure recruitment measures what genuinely matters for success in the role, while removing barriers that do not.
Practical recommendations prioritised by impact and ease of implementation
The Review Can Cover
What Organisations Can Receive
- Inclusive role design and requirement setting
- Accessible and inclusive job advertising
- Removing bias from application and screening processes
- Strengthening inclusive assessment and interview design
- Reasonable adjustments and neuroinclusive support
- Inclusive onboarding and early-stage integration
- An evidence-led Inclusive Recruitment Diagnostic
- Prioritised improvement roadmap and recommendations
- Inclusive Recruitment templates, playbooks and toolkits
- Tailored Hiring Manager capability workshops
- Design and configuration support for ATS/recruitment tech
- Ongoing advisory support for complex hiring campaigns
What Success Looks Like
- Unnecessary barriers to talent are identified and removed
- Consistent, objective and fair assessment standards
- Improved candidate experience and employer brand
- Increased confidence and capability for hiring managers
- Greater diversity and hiring quality over time
- Stronger compliance with accessibility and EDI standards
AI-Era Interview Skills for Hiring Managers
A practical, evidence-led programme helping hiring managers assess genuine job-relevant capability, move beyond polished or rehearsed answers, and make fairer, more consistent hiring decisions in an AI-enabled recruitment environment.
✓
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Turn role requirements into observable evidence
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Ask stronger questions and use purposeful, neutral probes
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Separate confident presentation from job-relevant capability
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Set and communicate fair, transparent expectations around candidate AI use
Apply consistent scoring and improve panel calibration
Two-hour live workshop | Virtual or in person | Up to 16 participants
Areas Covered
- Reviewing role requirements and inclusive role design
- Accessible job advertising and candidate attraction
- Removing neuro-barriers from screening and selection
- Neuroinclusive interview design and evidence collection
- Reasonable adjustments and practical support frameworks
- Consistent scoring and objective decision-making
Neuroinclusive Hiring & Selection
Remove unnecessary barriers. Strengthen hiring quality.
A specialist review of hiring and selection through a neuroinclusive lens.
This service helps organisations identify where recruitment processes may unintentionally disadvantage neurodivergent candidates, particularly in screening, assessment and interviewing.
The focus is not on changing the standard required for the role. It is on ensuring that selection methods measure genuine job-relevant capability rather than communication style, processing preference or an ability to navigate unnecessary barriers.
Delivery Options
Diagnostic Review: An evidence-led assessment of your current recruitment journey with prioritised neuroinclusive recommendations.
Design Support: Practical design and implementation support for neuroinclusive assessments, toolkits and hiring manager guidance.
Capability Workshops: Practical sessions for hiring managers and recruiters on neuroinclusive assessment, interviewing and decision-making..
Focused Hiring Quality Services
Practical, fixed-scope support for organisations that want to strengthen interviews, panel capability, evidence standards and hiring decisions — without committing to a wider transformation programme.
48-Hour Hiring Process Health Check
Questionnaire, rapid analysis and a prioritised set of practical recommendations.
Fixed-scope engagement
Evidence-Led Interview Pack
Tailored interview questions, probes, scoring anchors and panel guidance.
Fixed-scope engagement
Panel Readiness Review
Expert review of a forthcoming hiring campaign, followed by focused panel preparation.
Fixed-scope engagement
Hiring Quality Office Hours
Monthly advisory support with a written summary of decisions, actions and priorities.
Fixed-scope engagement
How We Work
01 — DISCOVER
Start with a focused conversation to understand the business challenge, context and desired outcome.
02 — REVIEW
Gather the evidence required to understand what is happening across people, process, technology, data and stakeholder experience.
03 — RECOMMEND
Translate the findings into clear priorities, practical recommendations and an achievable future-state roadmap.
04 — IMPLEMENT & EMBED
Where required, support implementation, manager capability, technology adoption and transition into sustainable internal ownership.
Engagements can range from a focused intervention to a defined transformation programme, Fractional or Interim TA leadership, or ongoing advisory support.