Build · Talent Acquisition Foundry™
Build a talent acquisition function that can keep up.
Every other BeIDT service is something we do for your organization. Foundry is the one we do alongside you — filling live roles with your team while building the capability you keep.
Who it serves
For organizations whose hiring never stops.
Behavioral-health organizations with structural turnover and continuous hiring that want talent acquisition to become a dependable internal function rather than a series of emergencies.
The pressure employers describe
- “Forty hires a year at a 22% placement fee is roughly $396,000 — against a budget that might be $60,000.”
- “Our process lives in one person's head; when they leave, it leaves.”
- “We start every search from zero instead of selecting from a pipeline.”
- “Hiring managers each interview differently, so decisions are inconsistent.”
We work with you, not for you
The engagement has succeeded when you fill a role without calling us.
Our consultants work inside your organization for twelve weeks. You keep hiring from week three, and you finish with a documented process, trained people and a continuous pipeline your team owns.
Capabilities
What the engagement covers.
Talent acquisition workflow
A documented process that survives staff turnover.
Sourcing strategy
A sourcing plan for each discipline you hire.
Talent pipeline
A continuous pipeline so you are selecting when a seat opens rather than starting.
Interview guides & scorecards
Consistent, fair evaluation across hiring managers.
Onboarding framework
A 30/60/90 framework that helps new hires stay.
Training for three audiences
Your talent acquisition team, hiring managers and executives — each learns a different part.
How it's different
Capability you keep, not a dependency you rent.
The usual approach
With BeIDT Health
An outside partner fills roles, then leaves
Your team learns to fill roles while we work live searches together
Fees scale with every hire
A one-time engagement builds lasting internal capacity
Advice delivered in a report
Templates, guides, scorecards and tracker built with your team
Success measured by placements
Success measured by your team running the system unaided
Organizational benefits
What your organization gains.
Independence
Fill roles without relying on outside fees for every hire.
Consistency
One documented process, the same standard across managers.
Readiness
A warm pipeline when seats open — not a cold start.
Engagement process
Twelve weeks, six phases.
01
Observe · Weeks 1–2
We map how talent acquisition works today and capture the baseline, so progress can be measured against it.
02
Design · Weeks 3–4
We design the process, pipeline and structure with you. Sourcing begins on live roles.
03
Build · Weeks 5–7
We build the actual apparatus with your team — templates, guides, scorecards, tracker, onboarding framework.
04
Train · Weeks 8–9
Three audiences: your talent acquisition team, your hiring managers, your executives.
05
Launch · Week 10
Your team runs the system on live roles while we observe and correct.
06
Handoff · Weeks 11–12
Your team runs it unaided. We review and step back.
Two ways to engage
Start focused, or build the full function.
Introductory engagement
15-Day Strategic Workforce Activation
A focused fifteen-day start to Talent Acquisition Foundry™. We work with your team to understand how talent acquisition runs today and agree the priorities for what comes next. Scope is agreed with you before it begins.
Full engagement
12-week Talent Acquisition Foundry™
Twelve weeks inside your organization: we fill open roles with your team while building the talent acquisition function you keep.
Investment & commitment
Engagements start at $35,000, staged across the engagement.
We scope it after a conversation about your hiring volume. We ask for one named person who will own the function after we leave.
Questions employers ask.
Is Foundry an outsourced talent acquisition service?
No. Foundry builds your own talent acquisition capability. We can discuss Retained Search or Flex™ separately if you also have immediate needs.
Why start with a baseline?
It shows where your process stands today, so the design is grounded in your reality and improvements can be seen.
Who owns the result?
You do. The engagement ends with a handoff to your team.
Does hiring stop while we build?
No. We work your live roles throughout the engagement. You are hiring from week three, not waiting twelve weeks for a system.
What do we need to provide?
One named person who will own the talent acquisition function after we leave. Without that, there is nothing to hand over. We ask for the name in week one.
How long is it and what does it cost?
Twelve weeks. Engagements start at $35,000, staged across the engagement. We scope it after a conversation about your hiring volume.
Ready to build the engine?
Tell us how talent acquisition works today and where it breaks down.