Recruitment training for in-house talent acquisition teams
Agency recruiters are trained on a method. Most in-house teams are trained on the ATS. This closes that gap without hiring an external trainer or building a curriculum yourself.
What you get
- A curriculum new TA hires can start on day one
- Scenario exercises for the situations your team actually loses on
- Scores per consultant and per framework phase
- Answers searchable by situation, objection or keyword
- Live sessions with structured follow-up, not a one-off day
- Preparation templates for every meeting type
In-house TA competes with agencies for the same candidates, in the same market, using the same channels. The difference is rarely effort or tooling. It is that the agency consultant on the other end of the call has been drilled on a structure for that conversation and your team has not.
The usual fix is a training day a quarter. It has no feedback loop: nobody measures whether the technique landed, weak spots stay weak, and the manager finds out two months later when a process goes cold for a reason that is covered in chapter three of a deck nobody reopened.
This is the alternative. Programs that take someone from foundations to advanced, exercises scored against the framework, and a knowledge base where every entry was used on a real call before it entered the catalogue.
Where hiring conversations actually go wrong.
Five places the process looks fine on paper and the conversation loses the candidate.
Onboard on a curriculum, not on shadowing.
Shadowing transfers habits, including the bad ones, and it costs a senior recruiter's week. A new TA hire can start on a program the day they arrive, be scored at the end of each phase, and reach the standard your senior people set rather than the standard of whoever they happened to sit next to.
Make the playbook explicit.
Most teams have a playbook. It lives in the heads of two or three people, and it leaves when they do. Putting it in a catalogue that everyone trains against, references and gets scored on is what turns individual skill into a team standard.
Find the weak phase, not the weak person.
Scoring by framework phase shows you that the team is strong on discovery and loses at close, or that everyone hired in the last year handles the fee and salary conversation badly. That is one session to fix, rather than a performance conversation each.
Bring it to the pipeline instead of moving the pipeline.
Your ATS stays your ATS. The API and the plugins surface the right entry at the stage where it is needed, so a recruiter does not have to remember that a relevant answer exists and go looking for it in another tab.
The frameworks your team would train on.
Each one is a structure for a conversation, not a theory. Every entry in the catalogue maps to a phase in one of them.
IPMERC
Six phases, from opening to a confirmed next step. The spine of the intake and the first candidate conversation.
WRIOC
Objection handling for salary, counter-offers and competing processes.
SPIN
Discovery questioning, which is where most in-house briefs are lost.
Questions we get asked.
How is this different from a generic LMS?
The catalogue is recruitment-specific and ships full of content. A generic LMS gives you an empty shell and expects you to author the curriculum. Here the programs, the exercises and the knowledge entries already exist, and each entry maps to a phase in a framework your team can name.
How long before a new hire is productive?
The foundations program covers the intro phase, discovery and the structure of a first call. Teams typically run it in the first fortnight alongside live work, with scored exercises rather than a final exam, so the manager sees progress per phase as it happens.
Can we add our own material?
Yes, on the Agency and Enterprise tiers. Custom programs are authored alongside our team so they stay consistent with the framework structure and remain searchable in the same catalogue.
Someone else in the process?
Hand a colleague the page written for their side of the conversation.