People Transformation Partners

Your TA function has operational capability.
It’s missing executive strategy.

We develop the strategic TA leadership capability that drives commercial performance in enterprise organisations — and build the agency partnerships that generate sustained, high-margin revenue.

Fractional TA Mentorship Better Together Workshop TA Diagnostic & Savings Plan

25+

Years across agency, RPO & in-house TA

50+

Enterprise TA functions supported

500+

Recruiters trained and mentored

Specialist programmes built for enterprise organisations

About Us

People Transformation Partners

Most TA functions are operationally capable. Very few operate as the strategic commercial asset they could be. We close that gap — through structured mentorship, commercial diagnostics, and partnership frameworks that build permanent internal capability.

People Transformation Partners is a specialist advisory practice with a single focus: the strategic layer of Talent Acquisition that most organisations have never deliberately built. TA that is commercially aligned, evidence-based, and leadership-credible is one of the most powerful competitive levers available. We help enterprise organisations get there — and recruitment agencies build the partnerships that make them an indispensable part of that picture.

We address that gap across three distinct engagement types: the Fractional TA Mentorship Programme develops the strategic leadership capability of TA leaders inside enterprise organisations; the Better Together Workshop builds the agency partnerships that drive consistent, high-margin commercial performance; and the TA Diagnostic & Savings Plan quantifies exactly what a TA function’s structural weaknesses are costing — and builds the Finance-validated business case for addressing them.

Our work is grounded in direct, senior-level experience across every dimension of the talent industry — agency, RPO, and in-house — and delivered with commercial accountability at every stage. Fees reflect value delivered. Capability built stays permanently.

£25M+

Cumulative savings delivered across transformation engagements

50+

Enterprise TA functions supported across UK, EMEA & Americas

500+

Recruiters and TA leaders trained and mentored at every level

25+

Years of senior enterprise TA leadership across all industry sectors

Enterprise TA Transformation Specialising exclusively in enterprise and large corporate organisations — the scale, complexity, and commercial stakes where strategic TA leadership has the highest impact.

Three Integrated Programmes Mentorship for TA leaders. Diagnostic for cost and capability transformation. Workshop for agency partnerships. Each stands alone; together they cover the full strategic TA agenda.

Commercial Accountability Performance fees tied to verified, Finance-approved savings. Mentorship outcomes documented and board-reportable. Delivery structured to be measurable from day one.

Built to Leave Capability Behind Every engagement is designed to build permanent internal capability — not to create ongoing advisory dependency. The goal is a self-sufficient client function, not a long retainer.

Grounded in Both Sides of the Industry Deep experience across agency, RPO, and in-house TA leadership means our advisory reflects the full commercial reality of how talent acquisition actually works — not just one perspective of it.

Our Programmes

Three Specialist Offerings. One Mission.

Building permanent strategic capability — in enterprise TA functions, the agency partnerships that serve them, and the organisations ready to transform their total cost of talent.

An organisational licence that embeds a senior TA executive as the strategic engine behind your existing team. The capability it builds stays permanently — compounding in value with every month of engagement.

TA strategy aligned to commercial & board-level objectives
10-module executive curriculum (AI, EVP, Compliance & more)
360° capability assessment at months 1 & 10 with written debrief
Written session summary after every monthly session
Quarterly board-ready Impact Reviews (Growth & Enterprise standard)
In-person onboarding session — all tiers
12-month licence with break clause at month 6

A facilitated workshop giving agency professionals a genuine inside view of how internal TA teams operate — and the frameworks to build partnerships that generate consistent, high-value, long-term revenue.

A Relationship Blueprint — understand what TA teams value
Influencing & communication frameworks for internal stakeholders
Revenue through partnership — exclusive roles & retained work
Practical tools, scripts, and frameworks to use immediately
Facilitated by Mark Linden — 25 years on both sides

Most organisations are significantly overpaying for talent. This engagement establishes the true cost baseline, identifies the specific savings available across seven categories, and produces a contractually accountable investment case — before any transformation commitment is required.

Finance-validated cost baseline across all TA spend categories
Eight-dimension diagnostic scorecard with evidence-based scoring
Quantified savings register — conservative, base, and upside scenarios
Future-state TA operating model designed for your organisation
Board-ready investment case produced before implementation begins
Performance fees tied to verified savings — not estimated effort

The Commercial Opportunity

Your TA Function Has Operational Capability. Here Is the Gap.

This is not a performance problem. It is a capability design problem. Your TA leader was not set up with the strategic architecture they need to lead at the level your business requires — and that is entirely addressable.

Growth, restructuring, M&A activity, and the increasing complexity of the workforce planning agenda have placed extraordinary demands on in-house TA functions. Many organisations have invested heavily in TA delivery capability — but the strategic leadership layer above those teams has not always kept pace. The result is a talented Head of TA or TA Director running a complex function with real operational credibility, but without the executive-level strategic framework the role now demands.

The Transformation

What Changes After 12 Months

Without the Programme	With the Programme
TA operates as a reactive service function — filling roles as they arrive	TA operates as a proactive strategic partner — anticipating demand, planning ahead
Hiring decisions driven by individual manager preferences	Hiring decisions anchored in data, structured process, and commercial logic
TA leader struggles to influence at senior levels or present compelling business cases	TA leader operates with executive credibility and earns board-level trust
Performance measured by time-to-fill and volume of hires	Performance measured by quality, cost, diversity, and strategic contribution
Agency and RPO dependency persists — costs compound year on year	Internal capability grows; external spend is rationalised and controlled
No visibility of TA's commercial contribution — function undervalued at board level	TA's impact is reported, evidenced, and recognised as a strategic business asset

Ideal Participants

Who This Programme Is Designed For

Built for enterprise and large corporate organisations with capable TA leaders who are ready for the next level of strategic development. The organisations that benefit most are those with TA functions that perform well operationally — and whose leaders have reached the ceiling of their current development.

The Head of TA Stepping into Strategic Leadership

Operationally strong, now navigating board-level influence, commercial alignment, and executive stakeholder management across a complex multi-function organisation.

The TA Director Inheriting Organisational Complexity

Leading a function that has grown in scope — multi-site, multi-jurisdiction, or post-acquisition — needing the strategic and governance frameworks to operate effectively at scale.

The TA Function Navigating Transformation

Undergoing M&A, technology implementation, operating model redesign, or insource/outsource review — where strategic leadership capability is the critical success factor.

The TA Leader Preparing for a Senior Step

A high-potential professional being developed for a VP, Director, or Head of TA role — investing in internal succession rather than recruiting externally.

Multi-Region or Global TA Leadership

Regional or country-level TA leads developing the strategic, compliance, and governance frameworks to lead cohesively across complex international structures.

The CHRO, CPO, or CEO Sponsor

Executive sponsors seeking a structured, measurable programme that delivers board-reportable outcomes and demonstrates ROI against the people development agenda.

The Executive Curriculum

Closing the Strategic Gap — Ten High-Impact Disciplines

Every engagement is individually tailored. The curriculum covers the complete strategic layer that is rarely accessible through traditional TA development paths — built against current research from Korn Ferry, Deloitte, LinkedIn, Mercer, and PageUp.

Foundation

TA Strategy & Operating Model Design

Strategic

Workforce Planning, Skills Strategy & Commercial Alignment

Leadership

Stakeholder Influence & Executive Credibility

Commercial

Data, Reporting & TA Performance Management

NEW

AI Strategy & Governance in Talent Acquisition

NEW

Employer Brand & EVP Strategy

Technology

TA Technology & Systems Governance

Risk

Contingent Workforce Compliance & Risk

People

DEI & Structural Inclusion in Hiring

NEW

TA Team Development & Internal Capability Building

What Every Licence Includes

Monthly 90-minute one-to-one strategic mentoring session
Written session summary after every session — agreed actions, commitments, progress
Expert advisory access — 48hr email (same-day escalation at Growth+)
360° TA Leadership Assessment at months 1 & 10 with written debrief
Private TA Resource Vault — 60+ corporate-grade templates & frameworks
Monthly Masterclass & peer community (Heads of TA & TA Directors)
Structured progress tracking and CHRO/CPO sponsor reporting
Quarterly Impact Reviews — Growth & Enterprise standard (Emerging add-on £500)
In-person onboarding session — included all tiers

In-Person Sessions by Tier

EMERGING

Half-day in-person onboarding session at your offices, included in the £950 onboarding fee

GROWTH

In-person onboarding + Annual Development Day (half-day at client site, included as standard)

ENTERPRISE ★

In-person onboarding + mid-programme session + Annual TA Function Review & Roadmap — all delivered in person

Additional in-person sessions available all tiers — £1,500 + VAT per half-day at client site

Better Together Workshop

Turning Tension into Trust — and Trust into Profit

The only workshop designed to help recruitment agencies and internal TA teams build the partnerships that drive consistent, high-margin, long-term commercial success.

Agencies that position themselves as strategic partners — rather than suppliers — gain consistent access to exclusive roles, retained agreements, and the repeat business that defines the most commercially successful client relationships. The gap is not one of capability. It is one of understanding, communication, and approach. This workshop closes it.

Understand

How internal TA teams operate, what they value, and what frustrates them about agency relationships

Reposition

How to shift from supplier to strategic partner — in language, behaviour, and commercial approach

Communicate

Frameworks for navigating internal politics, managing pushback, and building trust with TA stakeholders

Convert

Turning stronger relationships into exclusive roles, retained agreements, and measurable revenue growth

Workshop Formats & Pricing

Virtual

Virtual Workshop

90 minutes · Zoom or Teams · Up to 6 attendees

£1,500

+ VAT · Ideal entry point before a full-day engagement

Full Better Together framework
Live discussion & scenario work
Practical tools & frameworks
Post-session resource pack

In-Person

Half-Day In-Person

3 hours · In-person · Up to 6 attendees

£3,500

+ VAT

Full Better Together framework
Extended scenario & role-play exercises
Group discussion & peer learning
Practical tools & frameworks
Post-session resource pack

Full Day

Full-Day Strategy Session

6 hours · In-person · Up to 8 attendees

£5,500

+ VAT

Full Better Together framework
Deep-dive scenario & case study work
Team strategy workshop
Personalised action planning
Practical tools & frameworks
Post-session resource pack

★ Executive Format

Executive Strategy Lab

6 hours + pre-interviews · In-person · Up to 4 senior leaders

£8,500

+ VAT

Pre-session stakeholder interviews
Bespoke content mapped to your clients
Executive-level scenario work
Strategic account planning workshop
Named follow-up session (30 days)
Full resource & template library

10% team discount available for larger groups or multiple bookings. 10–15% volume discount for multi-site rollouts.

Complete Pricing

All Three Programmes. Full Transparency.

Every engagement is priced to reflect the value it delivers — not the time it takes. All fees are subject to VAT. Bespoke pricing available for multi-site, multi-programme, or volume engagements.

Organisational Licence

Fractional TA Mentorship Programme

For Enterprise Organisations

1 named mentee

Monthly 90-min strategy session
Written session summary after every session
Priority email support (48hr)
TA Resource Vault access (60+ resources)
Monthly Masterclass & peer community
Progress tracking & reporting
In-person onboarding session (half-day)
360° assessment (add-on £350)
Quarterly Impact Reviews (add-on £500)

Up to 3 named mentees

Monthly 90-min strategy sessions
Written session summary after every session
Email + same-day escalation call /mo
360° assessments (months 1 & 10)
TA Resource Vault access (60+ resources)
Monthly Masterclass & peer community
Progress tracking & reporting
Quarterly Impact Reviews included
In-person onboarding session (half-day)
Annual Development Day (half-day, in-person)

Up to 6 named mentees

Monthly 90-min strategy sessions
Written session summary after every session
Email + same-day escalation call /mo
360° assessments (months 1 & 10)
TA Resource Vault access (60+ resources)
Monthly Masterclass & peer community
Progress tracking & reporting
Quarterly Impact Reviews included
In-person onboarding + mid-programme session
Annual TA Function Review & Roadmap (in-person)
Board-ready TA performance reporting pack
Named strategic account management

Structured Onboarding & Mentorship Diagnostic — £950 per licence · A one-time fee covering the pre-engagement questionnaire, a half-day in-person onboarding session at your offices (capability gap mapping, goals workshop, stakeholder context review with the CHRO or CPO sponsor), and a written Personal Development Plan delivered within five working days. Delivered in person across all tiers. Clients who have completed a Corporate TA Diagnostic Audit in the preceding 12 months may have this fee waived.

Facilitated Workshop

Better Together Workshop

For Recruitment Agencies

Virtual

Virtual Workshop

90 minutes · Zoom or Teams · Up to 6 attendees

£1,500

+ VAT · Ideal entry point before a full-day engagement

Full Better Together framework
Live discussion & scenario work
Practical tools & frameworks
Post-session resource pack

In-Person

Half-Day In-Person

3 hours · In-person · Up to 6 attendees

£3,500

+ VAT

Full Better Together framework
Extended scenario & role-play exercises
Group discussion & peer learning
Practical tools & frameworks
Post-session resource pack

Full Day

Full-Day Strategy Session

6 hours · In-person · Up to 8 attendees

£5,500

+ VAT

Full Better Together framework
Deep-dive scenario & case study work
Team strategy workshop
Personalised action planning
Practical tools & frameworks
Post-session resource pack

★ Executive Format

Executive Strategy Lab

6 hours + pre-interviews · In-person · Up to 4 senior leaders

£8,500

+ VAT

Pre-session stakeholder interviews
Bespoke content mapped to your clients
Executive-level scenario work
Strategic account planning workshop
Named follow-up session (30 days)
Full resource & template library

10% team discount available for larger groups or multiple bookings. 10–15% volume discount for multi-site rollouts.

Advisory Engagement

TA Diagnostic & Savings Plan

For Enterprise Organisations

Retainer

£10,000 + VAT per month (4 months)

Fixed price alternative

£35,000 + VAT (full discovery phase)

Success fee

15% of verified first-year contracted savings

Minimum threshold

£250,000 savings before performance fee applies

Payment trigger

Finance-validated savings — not projections

Discovery phase

£35,000 + VAT (as Option A)

Implementation retainer

£10,000–£15,000 + VAT per month

Performance fee

10–15% of verified annualised savings

Term

12 months with 6-month review

Maximum exposure

< 12% of projected savings — risk-controlled

Illustrative ROI · If verified savings = £1M: success fee £150K, net client benefit £850K in Year 1. If verified savings = £4M: success fee £600K, net client benefit £3.4M in Year 1 — £10.2M+ cumulative over three years. Every significant payment is tied to a Finance-approved, contractually secured milestone. The programme is designed to be self-funding, and in most engagements it is within the first year.

The Commercial Case

How the Investment Compares

The Enterprise Mentorship Licence costs less than a single four-month senior TA interim engagement — and unlike an interim, it leaves every participant, and the organisation, permanently better equipped. For organisations also running a TA Diagnostic, the savings delivered typically fund multiple years of the Mentorship Programme.

Option	Annual Cost	Internal Capability Built	Commercially Flexible
Permanent VP / Head of TA hire	£150K–£220K+ fully loaded	Yes — if retained long-term	No — fixed headcount, notice periods
Senior Interim TA Director (4 months)	£80K–£120K	Limited — exits at contract end	No — fixed term, IR35 risk
RPO / Strategic Consultancy	£100K–£300K+	Minimal — external dependency	Partial — contract-bound scope
This Programme (Enterprise Licence)	£72,950 / year	Yes — permanent, embedded capability	Yes — break clause, mentees flexible

The organisations that invest in TA strategic leadership development consistently end up with TA functions that are valued at board level, commercially trusted, and three years ahead of their competitors. The ones that defer the investment keep paying for the same capability gap in different ways.

TA Diagnostic & Savings Plan

Most organisations are significantly overpaying for talent. The data trail is hidden — but it is there.

Agency dependency has become the default. Governance is inconsistent. Data is sparse. The result is avoidable cost, delivery risk, and operational fragility — in most cases running to millions of pounds per year.

This section sets out the framework People Transformation Partners uses to diagnose the current state of a Talent Acquisition function, quantify the commercial opportunity that exists, and build the board-ready investment case for transformation.

The diagnostic is evidence-based and Finance-validated. Every saving identified is contractually accountable before any performance fee applies. No implementation decision is required until the investment case has been built, reviewed, and approved.

The Core Opportunity

A mid-sized UK organisation making 300 hires per year at 50% agency dependency is spending approximately £1.5 million annually on agency fees alone. With structured intervention, that figure can be reduced to under £300,000 — a saving of over £900,000 per year.

That represents a 9× return on transformation investment over three years. This is not a projection. It is the documented outcome of engagements delivered at this scale.

What This Engagement Delivers

A Finance-validated cost baseline
— establishing the true spend picture across all TA categories
A quantified savings register
— identifying specific, measurable opportunities across 7 saving categories
A future-state TA operating model
— designed around your commercial reality and workforce strategy
A sensitivity-tested financial model
— conservative, base, and upside scenarios with risk-adjusted projections

A board-ready investment case
— approved before implementation begins — no surprises
A governance and benefits assurance framework
— protecting delivery integrity across the programme lifecycle
A performance-linked commercial structure
— fees tied to verified savings, not estimated effort
A self-sufficient client function
— the goal is capability built in-house, not ongoing advisory dependency

No implementation decision is required until the investment case is validated, Finance-approved, and presented to your Board.

The Diagnostic Scoring Model

Five Capability Levels — Applied Across All Eight Dimensions

Each dimension is assessed against a five-point capability scale. This enables precise identification of the highest-value improvement opportunities and provides a defensible, Finance-shareable baseline for measuring progress.

Reactive

No formal process. Ad hoc, inconsistent. Significant commercial exposure.

Developing

Some process defined but inconsistently applied. Awareness of gap but no structured response.

Established

Process defined and mostly followed. Basic metrics tracked. Some gaps in governance or capability.

Advanced

Consistent, well-governed process. Data-driven decision-making. Minor optimisation opportunities.

Best-in-Class

Industry-leading practice. Commercially aligned, proactively managed, continuously improving.

How Scoring Is Validated

Scores are not self-assessed. Each dimension is scored through a combination of data review (spend reports, ATS data, contracts, headcount plans), structured stakeholder interviews across TA, hiring managers, Finance, and HR leadership, and operational observation. The scoring is documented with supporting evidence and reviewed with the client's Finance or Procurement team before any savings are confirmed.

The Eight Diagnostic Dimensions

Current-State Audit Focus & Target-State Definition

The eight dimensions define the full scope of the diagnostic assessment. For each dimension, the audit identifies the current state against the scoring model and defines the specific target state the transformation programme is designed to achieve.

Commercial

Agency Spend Governance

Current-state audit: Total agency fees by category, seniority & business unit. PSL terms, mark-up rates, tenure provisions. Direct vs agency split across all hire types.

Target state: Structured PSL with regular review cycles, tenure-based pricing, and transfer provisions enforced. Agency spend < 25% of total hiring cost.

Capability

Direct Sourcing Infrastructure

Current-state audit: LinkedIn Recruiter utilisation, talent pool depth, proactive pipelining capability, employee referral programme effectiveness, internal mobility usage.

Target state: 60%+ of hires from direct channels. Active talent pools covering critical role families. Referral programme generating 20%+ of hires.

Technology

TA Technology Stack

Current-state audit: ATS configuration and adoption rates, VMS capability, CRM maturity, analytics platform, job board licence utilisation and ROI.

Target state: ATS fully configured for analytics. Real-time dashboards for TA and hiring managers. Technology stack rationalised and cost-optimised.

Strategic

Workforce Planning Maturity

Current-state audit: 12–24 month rolling headcount forecast capability, alignment with business planning cycles, demand modelling maturity, scenario planning capability.

Target state: Quarterly workforce planning cycle aligned to business planning. 18-month rolling forecast with < 15% variance to actual.

People

Hiring Manager Capability

Current-state audit: Structured interview practice, scorecard usage, time-in-process accountability, decision quality, onboarding ownership, and diversity commitments.

Target state: All hiring managers trained on structured interviewing. Scorecard usage > 90%. Time-to-offer from interview < 5 days average.

Retention

Onboarding & First-Year Retention

Current-state audit: Onboarding programme structure, Day 1 experience quality, 30/60/90-day check-in frameworks, first-year attrition rate by level and business unit.

Target state: First-year attrition < 10% across all levels. Structured onboarding programme with measurable 90-day productivity targets.

Brand

Employer Brand & EVP

Current-state audit: EVP clarity and differentiation, Glassdoor management, career site effectiveness, LinkedIn employer presence, social channel strategy.

Target state: Differentiated, research-backed EVP. Glassdoor rating > 4.0. Career site conversion rate > 12%. LinkedIn follower growth > 20% YoY.

Analytics

Data & Reporting

Current-state audit: Core TA metric availability (time-to-fill, cost-per-hire, quality-of-hire), executive reporting cadence, Finance-validated baseline, predictive capability.

Target state: Monthly board-ready TA performance report. Quality-of-hire measured at 90 days. Cost-per-hire calculated and benchmarked quarterly.

The Programme Journey

Four Phases. Fourteen Weeks to Investment Case. Measurable from Day One.

The programme delivers measurable value at every stage — from the initial diagnostic through to a fully costed, board-ready investment case. No phase begins until the previous one is complete. No implementation begins until the investment case is approved.

Weeks 1–4

DIAGNOSTIC

›Structured data collection — spend, contracts, ATS reports
›Stakeholder interviews — TA, Finance, HR leadership
›Scorecard completed across all eight dimensions
›Baseline report with Finance-validated findings

Weeks 5–10

DESIGN

›Future-state TA operating model designed
›Change management approach defined
›Implementation workstreams identified
›Risk and dependency register produced

Weeks 11–14

INVESTMENT CASE

›Sensitivity-tested financial model — 3 scenarios
›Board-ready investment case produced
›Governance framework agreed with CFO and CHRO
›Implementation green-lit

Months 5–12

IMPLEMENTATION

›PSL renegotiation and commercial delivery
›Operating model and people changes live
›Technology and process workstreams delivered
›Savings tracked against Finance-validated baseline

Phase 01 · DiagnosticWeeks 1–4

›Structured data collection — spend reports, agency contracts, ATS reports, headcount plans
›Stakeholder interviews — TA team, hiring managers, Finance, HR leadership (8–12 interviews)
›Diagnostic scorecard completed across all eight dimensions with supporting evidence
›Savings opportunities identified, sized, and prioritised by impact and effort
›Baseline report produced and validated with Finance team

Phase 02 · DesignWeeks 5–10

›Target operating model designed — structure, governance, sourcing strategy, technology
›Change management approach defined — communications plan, stakeholder mapping
›Implementation workstreams identified — people, process, technology, commercial
›Risk and dependency register produced and reviewed
›Commercial savings commitments drafted for Finance validation

Phase 03 · Investment CaseWeeks 11–14

›Sensitivity-tested financial model — conservative, base, and upside scenarios
›Board-ready investment case produced — executive summary, financials, roadmap
›Governance and benefits assurance framework agreed with CFO and CHRO
›Programme approved — implementation mobilisation begins
›Performance fee structure confirmed against validated savings baseline

Phase 04 · ImplementationMonths 5–12

›Workstream delivery — PSL renegotiation, operating model, technology, people capability
›Monthly milestone reviews with executive sponsor and governance board
›Savings tracking against validated baseline — quarterly Finance sign-off required
›Benefits realisation reporting — cumulative savings reported to Board
›Transition to self-sufficient client operating model

The Savings Model

Seven Saving Categories. Finance-Validated. Contractually Accountable.

The savings model is built from the diagnostic findings and calibrated to each client's specific cost baseline. All projections are illustrative — based on benchmark data from comparable UK corporate organisations — and are validated against actual spend data before any contractual savings are confirmed.

Saving Category	Conservative	Upside	Basis / Assumption
Agency Fee Reduction	£400K	£2M+	PSL renegotiation; 4–8% mark-up reduction on addressable spend; tenure and transfer provisions enforced
Direct Sourcing Uplift	£300K	£900K	Shifting 20–30% of agency hires to direct channels across 12–18 months
Process & Admin Efficiency	£80K	£250K	Automation, admin consolidation, ATS optimisation, duplicated activity removal
Tenure-Based Fee Reductions	£200K	£1M+	Contingent workforce: £1/hr reduction on long-tenure placements; transfer-to-perm provisions
Technology Rationalisation	£50K	£200K	Licence deduplication; consolidation of overlapping tools; renegotiated contracts
First-Year Attrition Reduction	£150K	£600K	Improved quality-of-hire and onboarding reducing 25%+ first-year attrition rates
Onboarding Cost Reduction	£50K	£150K	Streamlined onboarding reducing errors, repeat processing, and time-to-productivity

The Savings Opportunity — By Category

Base-case estimate shown (£K/year). Subject to baseline validation with Finance.

Agency Fee Reduction

£1200K

Direct Sourcing Uplift

£600K

Process & Admin Efficiency

£165K

Tenure-Based Fee Reductions

£600K

Technology Rationalisation

£125K

First-Year Attrition Reduction

£375K

Onboarding Cost Reduction

£100K

Scenario	3-Year Cumulative Cost Impact	Commercial Position
Inaction (status quo)	£4.5M in agency fees (at £1.5M/year baseline)	Structural cost growth as market tightens. Increasing agency dependency.
Proactive Investment	£600K total investment → £3.9M saving over 3 years	Structural competitive advantage. Reduced dependency. Board-level TA credibility.
Net Advantage of Action	£3.3M over three years on conservative assumptions	9× return on investment. Self-funding within Year 1 in most engagements.

Future-State Operating Model

A TA Function Built for Commercial Performance, Not Just Activity.

The diagnostic findings inform the design of a target operating model structured around five interlocking pillars. The model is built against the specific commercial context, workforce strategy, and organisational structure of the client.

◉

STRATEGIC ALIGNMENT

›Quarterly hiring steering committee with SLT representation
›Annual TA OKRs linked directly to business KPIs
›TA briefed before headcount plans are finalised

⊕

SOURCING ARCHITECTURE

›60%+ of hires from direct channels within 18 months
›Structured PSL — agency reserved for specialist roles
›Internal mobility tracked as core sourcing channel

⊞

TECHNOLOGY & DATA

›ATS configured for full-funnel analytics
›Real-time dashboards for TA and hiring managers
›Predictive workforce planning — 35% accuracy uplift

⊗

PEOPLE & GOVERNANCE

›Hiring manager training programme
›Clear escalation governance for off-PSL use
›DE&I embedded in sourcing, assessment, decisions

◈

EMPLOYER BRAND & CX

›EVP validation every six months
›Candidate experience measured at every stage
›Glassdoor managed proactively — target > 4.0

Pillar 01Strategic Alignment

TA should sit as a strategic partner to the business — not an operational back-office function. This means embedding TA into business planning cycles, aligning hiring capacity to 12–24 month workforce forecasts, and ensuring TA leadership has a direct line to the C-suite on workforce strategy.

›Quarterly hiring steering committee with SLT representation
›Annual TA OKRs linked directly to business KPIs
›TA briefed on strategy before headcount plans are finalised
›Workforce planning integrated with Finance and People Analytics

Pillar 02Sourcing Architecture

The shift from agency-first to direct-first sourcing is the single most impactful commercial lever available to most organisations. Building direct sourcing infrastructure takes time but delivers compounding returns.

›Target: 60%+ of hires from direct channels within 18 months
›Structured PSL with tiered agency use for specialist roles only
›Internal mobility prioritised and tracked as a core sourcing channel
›Alumni networks and talent community activation for repeat hire profiles

Pillar 03Technology & Data

Technology should enable the TA function — not constrain it. The optimal stack is lean, well-configured, and actively used for data-driven decision-making rather than compliance administration alone.

›ATS configured for full-funnel tracking with clean data governance
›Real-time dashboards for TA leadership and hiring managers
›Predictive workforce planning — 35% improvement in forecast accuracy is achievable
›Technology rationalisation — licence deduplication and vendor consolidation

Pillar 04People & Governance

A high-performing TA function requires the right people in the right roles, with clear accountability, capability, and commercial acumen. Governance must be robust enough to prevent cost leakage while remaining agile enough to support business velocity.

›TA team capability audit — skills gaps identified and upskilling plan agreed
›Hiring manager training programme — structured interviewing and consistent scoring
›Clear escalation governance for off-PSL agency use
›DE&I embedded as a hiring principle — structured panels, diverse shortlists

Pillar 05Employer Brand & Candidate Experience

Candidates who feel genuinely understood deliver better outcomes for themselves and their employers. A well-defined EVP, consistently delivered across every candidate touchpoint, reduces offer declines, accelerates decision-making, and strengthens retention.

›EVP validation sessions every six months using employee focus groups and exit data
›Career site, social channels, and offer communications reviewed quarterly
›Candidate experience measured at every stage — application, interview, offer, Day 1
›Glassdoor managed proactively — response rate > 90%, rating target > 4.0

KPIs & Performance Framework

A Transformed TA Function Is Only as Good as Its Ability to Demonstrate Value.

The KPI framework provides a comprehensive measurement architecture covering cost, quality, speed, and experience. Every KPI is Finance-validated and Board-reportable from Day 1 of implementation.

KPI	Definition	Target	Measurement	Frequency
Agency Dependency Rate	% hires via agency	< 15%	ATS / sourcing data	Quarterly audit
Cost per Hire	Total TA cost / hires	−20% YoY	Finance-validated	Quarterly
Time to Fill	Req open → offer accept	< 30 days avg	ATS data	Monthly
Quality of Hire	Manager score at 90 days	> 4.0 / 5.0	Post-hire survey	Rolling
Direct Sourcing Rate	% hires via direct channels	> 60%	ATS / sourcing data	Monthly
Hiring Manager Satisfaction	Survey score	> 80% positive	Quarterly pulse	Quarterly
TA Cost as % of Payroll	Total TA opex / payroll	< 2%	Finance benchmark	Annually
Offer Acceptance Rate	Offers accepted / extended	> 85%	ATS data	Monthly

Weekly

Hiring pipeline dashboard — open roles, pipeline volume, time in stage

Monthly

TA performance report — all KPIs, savings tracking, agency usage

Quarterly

Executive review — strategic alignment, benefits realisation, model adjustments

Annually

Full TA audit — capability reassessment, benchmarking, forward planning

Commercial Structure

Fees Tied to Value Delivered. Not Estimated Effort.

The commercial model aligns advisory incentives directly with client outcomes. The majority of upside is performance-linked — meaning fees are earned through verified savings, not time spent.

Every significant payment is tied to a Finance-approved milestone. The programme is designed to be self-funding — and in most engagements, it is within the first year. Maximum fee exposure is fully controlled and directly proportionate to the value delivered.

Option A

Discovery & Investment Case Programme

The right starting point for organisations that want a Finance-validated baseline and board-ready investment case before committing to transformation.

Retainer£10,000 + VAT per month for 4 months
Fixed Price Alternative£35,000 + VAT (full discovery phase)
Success Fee15% of verified first-year contracted savings
Minimum Threshold£250,000 savings before performance fee applies
Payment TriggerFinance-validated savings, not projections

Option B

Full Transformation Programme

For organisations ready to move from diagnosis to delivery — covering the full programme from baseline through to a live, self-sufficient TA operating model.

Discovery Phase£35,000 + VAT (as Option A)
Implementation Retainer£10,000–£15,000 + VAT per month
Performance Fee10–15% of verified annualised savings
Term12 months with 6-month review
Maximum Exposure< 12% of projected savings — risk-controlled

Conservative

Annual Savings£600K–£1.5M/yr

Investment£87.5K–£125K

Net Year 1 Benefit

£475K–£1.375M

3-Year Cumulative

£1.7M–£4.4M

Base Case

Annual Savings£1.5M–£4M/yr

Investment£87.5K–£200K

Net Year 1 Benefit

£1.3M–£3.8M

3-Year Cumulative

£4.3M–£11.4M

Upside

Annual Savings£4M–£10M+/yr

Investment£200K–£600K

Net Year 1 Benefit

£3.4M–£9.4M+

3-Year Cumulative

£10.2M–£28M+

Performance-Based Philosophy

Every significant payment is tied to a Finance-approved, contractually secured milestone. No performance fee is triggered by a projection or an estimate. The programme should be self-funding — and in most engagements, it is within the first year. The goal is a self-sufficient client TA function, not ongoing advisory dependency.

Proven Track Record

25 Years of Enterprise TA Leadership. Results That Speak for Themselves.

People Transformation Partners is led by Mark Linden — a Global Enterprise Talent and Transformation Leader with over 25 years of experience designing and delivering enterprise-scale TA and HR functions for organisations of up to 80,000 employees across EMEA, APAC, and the Americas.

25+

Years in enterprise TA leadership across agency, RPO & in-house

£25M+

Cumulative savings delivered across transformation engagements

50+

Enterprise TA functions supported across UK, EMEA, APAC & Americas

500+

Recruiters trained and mentored at every level

Programme	Scale	Outcome Delivered
Mitie Group — TA Transformation	£120M programme	✓ £3.4M annual savings. Onboarding errors reduced from 85% to 5%. Full operating model redesign.
Sedgwick Insurance — MSP & Contingent	Global MSP	✓ £500K annual savings. Full IR35-compliant operating model. Contingent workforce governance framework.
Jaguar Land Rover — Global TA Redesign	Multi-market	✓ £1.5M savings. Redesigned EVP and employer brand. Elevated candidate experience scores.
Multi-Supplier MSP Consolidation	Enterprise, EMEA	✓ £18M+ annualised savings through consolidated supplier programme and direct sourcing uplift.
Data & Analytics Transformation	500+ hires/year	✓ Forecast accuracy improved 35%. Time-to-hire reduced 25%. Board-level TA reporting implemented.
Digital Onboarding Programme	10,000+ employees	✓ Engagement scores up 60%. Time-to-productivity reduced 30%. Onboarding errors eliminated.
Global Technology Deployments	Multiple clients	✓ Workday, ServiceNow, SuccessFactors, Taleo — full lifecycle design through to embedded operation.

✓
Outcomes over effort
— Fees reflect tangible value delivered. Every significant payment is tied to a verified, Finance-approved milestone.
✓
Human-centred approach
— Technology enables. People deliver. Every transformation programme is built around that belief.
✓
Commercial accountability
— P&L responsibility across portfolios of £2M–£120M. Commercial rigour at every stage.

✓
Transparent governance
— Every saving is independently validated before payment. No opacity in the commercial relationship.
✓
Long-term partnership
— The goal is a self-sufficient client function. Not dependency on external expertise.
✓
Both sides of the relationship
— Having led TA from agency, RPO, and in-house executive positions — the advisory is grounded in every perspective.

Next Steps

From Conversation to Delivery in 2–3 Weeks.

Mobilisation can begin within 2–3 weeks of approval. No extensive procurement cycle is required — the engagement is designed for speed of value, not administrative process.

01	Initial Scoping Call	30–60 minute call with Mark Linden to align on scope, priorities, and access requirements. No preparation required — this is a listening conversation.
02	Proposal Confirmation	Commercial terms agreed. Statement of Work issued and signed. Typically within 5 working days of the scoping call.
03	Data Access & Onboarding	TA, Finance, and HR data shared via secure file transfer. Stakeholder interview schedule agreed. Kick-off meeting with executive sponsor confirmed.
04	Diagnostic Kick-Off	Week 1 — programme launched. Baseline data collection begins across all eight diagnostic dimensions.
05	Baseline Report	Week 4 — diagnostic findings presented to CHRO, CFO, and programme sponsor. Savings opportunities quantified and prioritised.
06	Investment Case Approval	Week 14 — board-ready investment case presented. Implementation green-lit. Phase 4 mobilisation begins.

Most organisations are paying for the capability gap in their TA function every single month.

The question is not whether to address it. It is whether to address it now — or continue paying for it.

To discuss how this framework applies to your organisation, get in touch with Mark directly.

✉ mark@peoplepartners.com ✆ +44 7747 151617 🌐 www.peoplepartners.com

The full TA Diagnostic & Savings Plan document is available on request.

TA Diagnostic & Savings Plan

Diagnose. Quantify. Build the Case.

The TA Diagnostic & Savings Plan is a structured, Finance-validated engagement that establishes the true cost of your TA function’s capability gaps — and produces the board-ready investment case for addressing them. The three tools below are drawn directly from that framework, giving you an indicative picture before any engagement begins.

Agency Spend Governance2 / 5

PSL not reviewed in 2+ years; no tenure or transfer provisions enforced