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Discuss your project →Wichita and remote HR consulting
Talent Acquisition and Onboarding
Build a repeatable hiring process and a more consistent start for new employees.
Discuss your needsTalent acquisition
Turn hiring into a repeatable business process.
We help employers replace reactive recruiting with structured interviews, consistent evaluation, stronger hiring decisions, and workforce planning that anticipates demand.
New-Hire Onboarding Toolkit
Starting at $750A customized onboarding checklist, orientation agenda, and 30/60/90-day check-in forms. Full program design and implementation are separate.
Request this service →Single-Role Interview Kit
Starting at $450Interview questions, a scoring rubric, and a candidate evaluation form for one position, with two revision rounds.
Request this service →Recruiting Process Assessment
$1,500Review your hiring process and receive findings and prioritized improvements.
Request this service →Recruiting Workflow Design
$2,500Design hiring stages, responsibilities, handoffs, and decision checkpoints.
Request this service →Interview Guide Development
$750 - $1,500Develop a coordinated set of interview guides across agreed roles or interview stages; role count is confirmed in scope.
Request this service →Candidate Evaluation Tools
$500 - $1,250Design coordinated evaluation tools across agreed roles or hiring stages; includes consistent scoring guidance.
Request this service →Hiring Manager Training
$750 per sessionA practical group session on structured interviewing and consistent hiring decisions; duration and attendance are agreed in scope.
Request this service →Workforce Forecasting Project
$2,500 - $5,000Build a staffing forecast using agreed demand assumptions, workforce capacity, and hiring priorities.
Request this service →Recruitment Metrics Dashboard
$1,500 setupplus $150 per month for reportingSet up agreed recruiting measures and reporting; monthly reporting scope is defined before engagement.
Request this service →Connect hiring to first-shift readiness
Select a single-role interview kit when one position needs a consistent evaluation method. Choose a full hiring workflow when stages, approvals, and handoffs are unclear. An onboarding toolkit provides defined documents; full program development also addresses process ownership and rollout.
Bring role descriptions, current hiring steps, candidate communications, onboarding materials, and the managers responsible for approvals. Agree on what completion means for each stage.
- Define job-related evaluation criteria and the decision owner.
- Separate administrative onboarding from role-specific qualification.
- Check whether new hires can access systems and support on their actual shift.
The caregiver onboarding guide and first-90-days retention article show how those handoffs connect.
A clear scope before work begins
We confirm your workforce, locations, current materials, desired outcomes, and decision-maker before recommending a project. Your written proposal defines the deliverables, included revisions or sessions, responsibilities, schedule, and fees. Published prices are starting points or anticipated ranges.
Wichita-area in-person work and remote delivery are agreed in scope. The employer approves policies and retains employment decisions. Legal interpretation and legal review are separate.
Need help identifying priorities? Explore the $1,500 HR and Workforce Infrastructure Assessment. If your need is already defined, request a focused project directly.
Request a consultationWhere to get started
Your next step, made simple.
Start with an assessment.
The $1,500 HR and Workforce Infrastructure Assessment identifies gaps and produces a prioritized roadmap before a larger engagement.
Explore the assessment →Review your written proposal.
Confirm deliverables, quantities, revisions, responsibilities, schedule, and fees before work begins.
Request a consultation →Relevant leadership experience
Hiring connected to readiness to start
In a prior healthcare leadership role, coordinated hiring, credentialing, HRIS onboarding, orientation, and operational handoffs supported a reported average time to start of approximately four to five days.
These examples come from the founder’s prior employed leadership roles, rather than Holt client engagements. Reported outcomes reflect wider implementation and operating conditions; future results vary.
Read the context and work behind these examples →Questions before you begin
Talent Acquisition and Onboarding FAQs
Do we need an interview kit or a complete recruiting workflow?
Choose the single-role interview kit when one position needs consistent questions and scoring. Choose workflow design when hiring stages, approvals, candidate communication, and handoffs need structure across the process.
What is included in the $750 onboarding toolkit?
The new-hire onboarding toolkit starts at $750 and includes a customized checklist, orientation agenda, and 30/60/90-day check-in forms. Full onboarding program design and implementation are separate.
Can you improve hiring without replacing our recruiting software?
A project can focus on your current process and tools. We examine role criteria, screening, interviews, approvals, and onboarding handoffs; software changes are recommended only if they fit the defined need. HRIS implementation is a separate service.
Does this service include filling vacancies for us?
The listed projects focus on hiring systems, tools, training, and workforce planning. They do not automatically include candidate sourcing or filling vacancies. Any recruiting execution support must be expressly included in the proposal.
What information do you need to improve onboarding?
We review role descriptions, existing checklists, orientation materials, required training, system-access steps, and the people responsible for handoffs. The scope distinguishes administrative readiness from role-specific qualification.
Follow a hire from approved vacancy to early contribution
Define the role, hiring stages, evaluation criteria, decision authority, offer handoff, orientation, and first 30/60/90-day check-ins. Match the project to your gap: a single-role interview kit differs from a complete onboarding program.
Responsibilities and scope
Your managers approve staffing decisions and job requirements. Operational or clinical owners confirm role-specific readiness. Screening vendors and recruiters retain the responsibilities assigned to them. Hiring volume and candidate-contact expectations must be explicit.
What useful progress looks like
Use defined hiring stages, time-to-start boundaries, completion rates, and early retention measures. Speed should not replace required readiness or a thoughtful hiring decision.
Wichita-area onsite delivery and remote Kansas support are agreed for the project. Delivery options · Planning resources
Let’s build the right scope
Start with the workforce challenge you want to solve.
Tell us where your organization needs support. We’ll identify a focused next step.
Free introductory conversation · No obligation
Talent Acquisition and Onboarding
Discuss your needsNot sure? Explore the assessment →