Recruitment decisions affect the people an organization brings in and the opportunities available to those applying. A well-designed process helps the team make those decisions with clear criteria, useful evidence and an understanding of the people involved.
Ike’s background spans recruitment, project management, equity and inclusion, and digital service design. His experience includes higher education, provincial and municipal government, where changing a process means working through different needs, responsibilities and perspectives.
He also co-founded Jobnest, an AI-powered recruitment platform. That work brought him closer to the relationship between recruitment technology and the decisions it supports, including the risk of overlooking relevant experience when screening depends too heavily on keywords.
The consultancy brings these perspectives together. The work examines how recruitment operates, where assessment becomes unclear and what a team needs to make improvements last. Recommendations are developed with implementation in mind, including the tools, guidance and people needed to use them.
WORKING TOGETHER
From Understanding the Problem to Putting Changes in Place
The scope depends on what your organization needs. An engagement may focus on one recruitment stage or a broader review. The work is shaped around your existing team, systems and capacity to make changes.
Understand the Current Process
Review the relevant documents and tools, speak with the people involved and map how decisions move through the process. Establish where delays, inconsistent assessment or unclear responsibilities are getting in the way.
Design the Improvements
Agree on priorities and develop the changes needed. Depending on the scope, that may include a revised workflow, clearer role criteria, interview scorecards, candidate communication or requirements for a technology change.
Support Implementation
Work through how the changes will be introduced and who will own them. Where included in the engagement, support can cover panel guidance, team workshops, testing and follow-up to see how the revised process is working.
FAQ
Questions About the Services
Who do you work with?
Organizations that want to improve how they recruit and assess candidates. The work can support HR and talent acquisition teams, managers who recruit alongside their other responsibilities, and organizations reviewing an established process. Professionals and career groups can explore digital resources or enquire about a tailored workshop.
Can you work alongside an existing HR or recruitment team?
Yes. The work can provide an external review, support a specific improvement project or help your team develop tools it will continue to use. Responsibilities are agreed at the outset so the engagement fits the people and expertise already in place.
Does the service include recruiting candidates for open roles?
The core offer is recruitment process consulting: reviewing how recruitment works, designing interviews and supporting technology decisions. It is not a candidate placement service. If filling a vacancy is part of the situation, the intro call can clarify where process support would be useful alongside your recruitment activity.
What does fair assessment mean in this work?
It means assessing evidence against criteria that relate to the role, helping interviewers apply those criteria consistently and considering barriers that may prevent candidates from demonstrating their abilities. A consistent core process can still allow appropriate adjustments. The aim is to reduce avoidable bias and improve the basis for decisions.
Can you support organizations and events internationally?
Yes. Consulting, workshops and speaking engagements are available virtually and in person internationally. For an in-person engagement, travel and accommodation costs are covered by the client and agreed in the proposal. The location, audience and work involved help determine the most useful format.
Can a workshop be developed for a particular group?
Yes. Share who will attend, what you want them to understand or do differently, and any dates you have in mind. The topic, activities and format can then be developed around the group, whether the audience is a recruitment team, managers or professionals working on their next career step.
How is confidential information handled?
Information shared during an engagement, including candidate and employee data, is used only for that engagement, kept confidential and handled in line with the client’s own privacy policies.
How do you approach AI in recruitment?
AI can cut administrative work and speed up scheduling and screening. It can also repeat past bias at scale. Advice focuses on what a tool actually does, how to test it, and where a person needs to make the decision.
INSIGHTS
Explore resources for continuous improvement
Perspectives on recruitment processes, assessment and the experience of the people on both sides of a hiring decision.
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