Description

A focused course, tailored for you

Building AI-Augmented Technical Talent Acquisition for Consulting (Sourcing + AI Tool Compliance + Skills Validation + Onboarding + Measurement)

Build the AI-augmented technical talent acquisition skill for consulting in 10 weeks. Sourcing + AI hiring tool compliance + skills validation + onboarding + measurement.

Technical talent acquisition at consulting scale is now AI-augmented across sourcing, screening, scheduling, and decision support. The same shift also brings AI-hiring-tool compliance obligations (NYC LL 144, Illinois AI Video Interview Act, California ABs, EU AI Act high-risk). TA specialists who build the modern skill take the senior TA work. Here is the 10-week build.

$199 one-time

Tailored to your situation. Access within 24 hours. 30-day money-back.

Includes a hand-built implementation playbook delivered alongside course access, generated for your specific situation.

Why this course

Technical talent acquisition at consulting scale (Thoughtworks, the firm, IBM Consulting, the firm, the firm, the firm, the firm, the firm, EPAM, the firm Consulting, the firm Consulting) is undergoing a structural shift. Sourcing is now AI-augmented (LinkedIn Recruiter AI, Eightfold, Gem AI, hireEZ, SeekOut AI, Plum, in-house AI). Screening is now AI-augmented (HireVue, Pymetrics, in-house). Scheduling is now AI-orchestrated (Goodtime, GoodTime AI, Paradox).

The same shift brings new compliance obligations. NYC Local Law 144 (AEDT bias audit), Illinois AI Video Interview Act, California ABs (AB 2930 on automated decisions, AB 331), Colorado AI Act, EU AI Act high-risk classification for hiring AI, EEOC AI guidance, OFCCP AI guidance for federal contractors, and state-by-state attorney-general activity all need to land in the TA programme.

TA specialists who build the modern skill take the senior TA work. TA specialists who stay on classic sourcing watch senior work shift to peers.

This course teaches the 10-week build of AI-augmented technical talent acquisition for consulting: sourcing pattern, AI-hiring-tool compliance framework, skills validation framework, onboarding architecture, measurement framework, and the engagement model. Twelve modules with deliverables. Plus a hand-built implementation playbook for your specific firm and geography.

What you walk away with

A documented AI-augmented sourcing pattern.
An AI-hiring-tool compliance framework.
A skills validation framework for AI-augmented assessment.
An AI-aware onboarding architecture.
A measurement framework that ties TA to business outcomes.
An engagement model with hiring managers.
A 10-week build plan.

The 12 modules

Module 1. Technical TA AI landscape 2026

Detailed walkthrough of the technical talent acquisition AI landscape in 2026: sourcing AI tools, screening AI tools, scheduling AI tools, assessment AI tools, candidate-experience AI tools, and where consulting firms invest. What peer firms ship in their TA programmes.

Module 2. AI-augmented sourcing pattern

Build the AI-augmented sourcing pattern: tool selection (LinkedIn Recruiter AI, Eightfold, Gem AI, hireEZ, SeekOut AI, Plum, in-house), search-strategy design for technical roles (AI engineers, ML engineers, platform engineers, security engineers, data engineers, cloud engineers, SRE), passive-candidate engagement, sourcing-pipeline metrics, and the integration with broader employer-brand strategy. Three sourcing patterns at peer consulting firms.

Module 3. AI-hiring-tool compliance framework

Build the AI-hiring-tool compliance framework: NYC Local Law 144 AEDT bias-audit obligation, Illinois AI Video Interview Act, California AB 2930 / AB 331 obligations, Colorado AI Act, EU AI Act high-risk classification (Annex III), EEOC AI guidance, OFCCP AI guidance for federal contractors, state-attorney-general activity, candidate-notice obligations, candidate-opt-out workflow, vendor-due-diligence framework, and the integration with broader employment-law compliance. The framework that prevents enforcement action.

Module 4. Skills validation framework

Build the skills-validation framework: technical-skill assessment design (live coding, take-home project, system design, leadership scenario, AI-engineering-specific), AI-augmented assessment tool selection (HackerRank, CoderPad, Karat, HireVue, in-house), bias-mitigation in assessment, alternate-format accommodations (disability + neurodivergence), and the integration with broader assessment strategy. Three validation patterns at peer firms.

Module 5. AI-aware onboarding architecture

Build the AI-aware onboarding architecture: AI-augmented onboarding content, role-specific learning paths, AI-engineering-specific onboarding for AI roles, mentor-pairing, manager-of-managers integration, and the integration with broader L&D. The architecture that drives 90-day productivity.

Module 6. Measurement framework

Build the measurement framework that ties TA to business outcomes: per-role time-to-hire, per-role cost-per-hire, per-role quality-of-hire (90-day and 1-year performance), per-source funnel-performance, candidate-experience NPS, hiring-manager-satisfaction, diversity outcomes, and the integration with broader people analytics. The framework that converts TA from cost centre to value driver.

Module 7. Diversity and inclusion framework

Build the diversity and inclusion framework: diversity-sourcing strategy, blind-screening pattern, structured-interview design, debiased decision framework, diversity outcome measurement, equal-employment compliance integration, and the integration with broader D&I programme.

Module 8. Candidate experience

Build the candidate-experience framework: candidate-communication pattern, candidate-content strategy, candidate-feedback collection, declined-candidate engagement (for future requisitions), candidate-NPS measurement, and the integration with broader employer brand.

Module 9. Hiring-manager engagement

Build the hiring-manager engagement model: hiring-manager intake meeting framework, hiring-manager calibration session, hiring-manager AI-tool training, hiring-manager debrief framework, and the integration with broader manager enablement.

Module 10. Workforce-planning integration

Build the workforce-planning integration: skills-taxonomy maintenance, AI-skills demand forecasting, build-vs-buy-vs-borrow framework for AI talent, contractor and contractor-to-perm pattern, and the integration with broader workforce planning.

Module 11. Vendor-management and tooling

Build the vendor management and tooling: ATS selection or modernisation (Workday, SuccessFactors, Greenhouse, Lever, in-house), sourcing-tool integration, assessment-tool integration, scheduling-tool integration, candidate-CRM integration, AI-vendor due diligence, and the integration with broader HR-technology strategy.

Module 12. Your 10-week build plan

Week-by-week plan with weekly deliverables. Weeks 1-2: technical TA AI landscape + AI-augmented sourcing pattern. Weeks 3-4: AI-hiring-tool compliance framework + skills validation framework. Weeks 5-6: AI-aware onboarding + measurement framework. Weeks 7-8: diversity and inclusion + candidate experience. Weeks 9-10: hiring-manager engagement + workforce-planning integration + vendor management. Deliverable: AI-augmented technical talent acquisition skill ready for first technical hiring cycle.

How this addresses your situation

Specific modules that map to what you said you are dealing with.

Module 1 covers the landscape.

Modules 2 to 5 produce sourcing pattern, compliance framework, validation framework, and onboarding architecture.

Module 6 covers measurement.

Module 7 covers D&I.

Module 8 covers candidate experience.

Module 9 covers hiring-manager engagement.

Module 10 covers workforce-planning integration.

Module 11 covers vendor management.

Module 12 covers the 10-week build plan.

What you get with this course

The 12-module course delivered as text plus downloadable templates.
Templates and worked examples for AI-augmented sourcing, AI-hiring-tool compliance framework, skills validation framework, AI-aware onboarding architecture, measurement framework, D&I framework, candidate experience, hiring-manager engagement, workforce-planning integration, vendor management.
A hand-built implementation playbook generated for your specific firm and geography.
Three worked examples of AI-augmented technical TA programmes at peer consulting firms.
Scripted talking points for the hiring-manager intake meeting.

What you will have in hand by Day 1, Week 1, Month 1

Day 1: AI-augmented sourcing pattern scaffold drafted.

Week 4: AI-hiring-tool compliance + skills validation framework designed.

Week 8: Onboarding + measurement + D&I operational.

Week 10: Modern skill in operation on first technical hiring cycle.

Before and after

Before

Your TA practice handles classic sourcing. AI hiring tools are in use but compliance is patchy. Skills validation lags AI-engineering needs. Senior TA work goes to peers shipping the modern skill.

After

An AI-augmented technical talent acquisition skill is in place. AI-augmented sourcing pattern, AI-hiring-tool compliance framework, skills validation framework, AI-aware onboarding architecture, measurement framework, D&I framework, candidate experience, hiring-manager engagement, workforce-planning integration, vendor management are all designed.

What happens if you do not address this

TA specialists without the modern skill miss the senior TA work that the AI-tools and AI-compliance environment now creates. AI-hiring-tool compliance is now state-regulated.

Who it is for

For talent acquisition specialists, senior talent acquisition partners, TA leads, and HR business partners at consulting firms and consulting-adjacent technology services firms.

Who this is NOT for. Pure executive search consultants. TA specialists at firms with no consulting/services business. Pure operational HR roles without sourcing scope.

How it arrives

Text-based course via LMS, plus downloadable templates and worked examples and the hand-built implementation playbook.

Time investment. Roughly 18 hours of reading and 60 to 120 hours of TA-leader effort across the 10-week build.

Why $199 is the right number

External TA-transformation consultants charge $200K-$1M for TA programmes. Specialist consultancies (Korn Ferry, Mercer, AON) charge $200K-$1M for talent transformation. AI-hiring-tool vendors (Eightfold, Phenom, Beamery) charge $50K-$500K/year. $199 buys the focused playbook plus the implementation document for your specific firm and geography.

FAQ

Will this replace hiring a TA-transformation consultant?

Partially. It teaches the modern skill. You may still want specialist input for advanced AI-hiring-tool integration.

What if my firm is primarily US-based (no EU operations)?

Module 3 covers state-by-state US compliance in depth.

Does this cover federal-contractor OFCCP obligations?

Module 3 covers OFCCP-anchored patterns.

What about pure AI-engineering role assessment specifically?

Module 4 covers AI-engineering-specific assessment design.

What is in the implementation playbook for me specifically?

AI-augmented sourcing tailored to your firm's hiring volume; compliance framework matched to your operating geography; a 10-week build plan.

30-day money-back guarantee. If after a week of working through the materials this is not what you needed, reply to the receipt email and a full refund is processed. No questions, no forms.

Within 24 hours your account in the learning environment is provisioned and the tailored implementation playbook is delivered alongside it.