Your recruiting process has friction. I find it and remove it.
I'm Robert Ray. I lead talent acquisition for a national company hiring 300 to 400 people a month, and I consult with teams who want faster fills, lower cost per hire, and a realistic path into automation and AI.
Five ways I help TA teams move faster
Workflow optimization
I map your hiring process end to end, find the steps that add time without adding value, and cut them. At my last review of a 12-step onboarding flow, 9 steps went away. The test is always the same: does this step move a candidate forward?
Sourcing efficiency
Most teams pay for ad channels they've never measured. An ROI review of one job ad strategy cut $150K in spend the first year with no dip in candidate volume. I'll show you which channels earn their cost and which to drop.
Automation
Power Automate, Zapier, form fills, e-signature flows, ATS integrations. I built a new hire tax-form workflow that cut payroll tickets in half. I build these myself, so what I recommend is what I've already shipped.
AI adoption
AI in recruiting works when the process and data underneath it are clean. I'm a stakeholder in a live agentic AI pilot for TA, and I'll tell you plainly what's ready for your team now and what's still marketing.
Coaching
I've trained 40+ recruiters in my career, and I coach the managers on my own team too. I'll evaluate your team, then run 1:1 coaching for recruiters and recruiting managers on sourcing, screening, and running a desk by the numbers.
One meeting before any commitment
I work with mid-size to enterprise TA functions, especially high-volume hiring teams where small process leaks compound into big numbers. If that's you, here's the path.
Process review
A 30-minute call. You tell me where hiring feels slow; I tell you what I'd measure first. No charge, no deck.
Findings & roadmap
I map your workflow, pull the numbers, and hand you a prioritized list: what to cut, what to automate, what to leave alone.
Build or coach
We execute the roadmap together. I build the automations, or I coach your team to run the changes themselves.
Handoff
You get documentation your team can run without me. If someone needs me to explain it after handoff, I haven't finished.
Time to fill: 54 days to 26
A national facility services company with 6,000 employees hiring 300 to 400 people a month. Recruiters were buried, fills averaged 54 days, and ad spend had never been measured against outcomes.
Restructured the team from site-level to regional support, cut ad channels that didn't earn their cost ($150K saved year 1), automated new hire paperwork, and put weekly metrics in front of every recruiter.
Average time to fill dropped to 26 days within 18 months. 90-day new hire turnover fell 37%, and hiring manager satisfaction has scored above 90% every quarter since the survey launched.
An operator who builds systems
I'm a Senior Director of Talent Acquisition in the Dallas-Fort Worth area. My team supports 4 divisions and hires 300 to 400 people a month, white collar and blue collar, across 35 states.
I've spent 20+ years recruiting and 7 implementing the systems recruiters live in: Workday, iCIMS, Bullhorn, ExponentHR. I've sat on both sides, the recruiter grinding through requisitions and the director deciding which workflow change is worth the disruption.
My core belief: before you customize your ATS to fit your workflow, ask whether the workflow should change to fit the ATS.
Great TA results come from systems and data, measured and improved week over week. Build the process, instrument it, fix what the numbers expose. That approach took our time to fill from 54 days to 26 and holds up whether you hire 30 people a year or 4,000.
And I build the technical side myself. The automations I recommend are ones I've personally put into production with Power Automate, Adobe Sign, and Workday integrations. So when I say a thing takes 2 weeks to build, it's because I've built it.
How ready is your TA function for agentic AI?
The Agentic-AI Readiness Scorecard is a free short self-assessment I built for TA leaders. It scores your process maturity, data quality, and automation footing, then places you in 1 of 3 tiers with a clear picture of what to fix first. Takes about 7 minutes.
Then grab the kit for your tier
Tier 1 kit
For teams starting from manual. Clean up your data, map your workflow, and set the baseline metrics everything else depends on.
Coming soonTier 2 kit
For teams with a mapped process. Your first automations: intake, scheduling, candidate comms, and the e-sign flows that kill ticket queues.
Coming soonTier 3 kit
For automated teams ready for AI. Pilot design, vendor questions worth asking, and guardrails for agentic tools in live recruiting.
Coming soonInternal build kit
For the hands-on. The templates and flow blueprints I use to build TA automations in Power Automate and Zapier, ready to adapt.
Coming soonLet's look at your process
Tell me where hiring feels slow and I'll tell you what I'd measure first. I respond to every message; silence is the one thing I won't send you.