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I will recruiting process audit and optimization by ex recruiter
People Positioning Impact
Hi, I'm Tobias Kotsch, resume strategist and former Head of Recruiting. After optimizing 16,000+ applications as a career consultant, I know exactly what makes recruiters stop scrolling. I craft ATS-f...
Level 2
Has met high performance criteria and has a proven track record for meeting client expectations.
Highly Responsive
Known for exceptionally quick replies
About this Gig
Your recruiting process takes 45 days. The best candidates are gone after 10. That is not a talent shortage. That is a process problem.
As a former Head of Recruiting and Employer Branding, I built and fixed recruiting processes from the inside. Today, with 16,000+ career optimization mandates, I see daily what makes candidates drop off and where companies lose top talent.
What you get:
A complete end-to-end recruiting process audit. Candidate journey mapping with drop-off analysis. Job description review for clarity and conversion. Interview process evaluation with scoring recommendations. Employer branding quick check. A written report with prioritized fixes you can implement immediately.
How it works:
Share your current job postings, career page, and process documentation. I analyze everything against best practices and my hands-on recruiting experience. You receive a detailed audit report within 7 days plus a 30-minute video walkthrough of my findings.
This is not theory from a textbook. This is practical recruiting intelligence from someone who has hired hundreds of people and optimized thousands of applications.
Fix your process. Stop losing candidates.
Target country:
Worldwide
•
Austria
•
Germany
FAQ
What size companies do you work with?
Primarily small and mid-sized companies (10-500 employees) that are scaling their hiring. These are the companies where process optimization has the biggest impact. But I work with larger organizations as well. Message me to discuss.
Do I need an ATS for this?
No. If you do not have an ATS, part of my audit includes whether you need one and which type fits your setup. If you already have one, I review how you use it and where you leave features on the table.
Is this only for German companies?
No. I am based in Germany and know the DACH market best, including EU AI Act compliance for recruiting. But I work with companies globally. Strong recruiting process principles are universal.
How do you handle confidential data?
I treat all information with strict confidentiality. I am happy to sign an NDA before we start. I only need access to process data, not individual candidate information.
What makes this different from a big HR consulting firm?
Speed, directness, and real-world experience. I do not send a junior analyst and bill partner rates. You work directly with me. I know what candidates experience on the other side, because I have optimized 16,000+ applications.
Do you also help with employer branding?
Yes. I offer a separate Employer Branding gig for EVP development, career page messaging, and candidate communication. The Premium package here already includes comm templates. Message me for a custom bundle.
