• Sprint Recruiting Framework: A structured recruiting methodology based on agile principles that addresses 4 main pitfalls of traditional recruiting:

  • Works in 2-week sprints to focus efforts
  • Uses point-based prioritization system driven by business needs
  • Implements work-in-progress (WIP) limits
  • Establishes clear feedback loops and accountability

• Point-Based Prioritization System:

  • Business leaders allocate points (e.g., 200 points per sprint) across open roles
  • Higher points indicate higher priority positions
  • Allows recruiters to focus on what matters most to the business
  • Creates clear metrics for measuring success

• Work-in-Progress (WIP) Limits Structure:

  • Maximum of 5 candidates per stage:
    • 5 in recruiter screening/sourcing
    • 5 awaiting hiring manager feedback
    • 5 scheduled for hiring manager interviews
  • Prevents pipeline bottlenecks
  • Creates focused candidate flow

• Meeting Cadence Framework:

  • Daily standup meetings
  • Bi-weekly sprint planning/retrospective meetings with clients
  • 30-minute allocation meetings with leadership
  • Regular feedback loops with 48-hour SLA

• Key Performance Metrics:

  • Points allocated vs points achieved per sprint
  • Candidate journey time (reduced from 67 to 27 days in case study)
  • Sprint completion percentage
  • Time-to-fill became secondary to sprint-based metrics

• Business Integration Approach:

  • Recruiters should immerse themselves in the business
  • Spend time shadowing roles they recruit for
  • Learn business terminology and processes
  • Position themselves as business partners rather than just recruiters

• Implementation Strategy:

  • Start with pilot program with receptive hiring managers
  • Track and measure success metrics
  • Build structured meeting cadence
  • Train both recruiters and hiring managers
  • Focus on data-driven decisions

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