TA Operating Model Design
Most platform failures are operating model failures in disguise. Before any technology conversation, you need clarity on how talent acquisition is actually structured — and how it should be.
Organisations invest in ATS platforms, then discover the platform does not solve the problems they expected it to solve. In almost every case, the underlying issue is not the technology — it is the absence of a coherent operating model that defines who does what, at what service level, with what decision rights.
Technology can automate a process. It cannot create one. SeasideHR designs TA operating models from first principles: demand intake and prioritisation, service tiers and SLAs, workflow ownership, hiring manager and recruiter touchpoints, reporting architecture, and the governance structures that make the model sustainable.
This work precedes any platform decision. It also informs what your stack needs to do — and what the business should expect from it.
What we do
Current-state assessment
Map how talent acquisition actually operates today — including the workarounds, bottlenecks, handoff failures, and informal processes that do not show up in the org chart.
Future-state model design
Design a future-state operating model with clear service tiers, SLA frameworks, workflow ownership, and decision rights — built around your organisation's actual constraints.
RACI and governance design
Produce the accountability structures that make the model work: who owns what, who approves what, where escalations go, and how performance is measured.
Stack requirements derivation
Translate the operating model into specific technology requirements — what your ATS, CRM, and surrounding stack needs to support, enabling vendor-neutral selection.