You've tried job boards. You've tried referrals. You may have even tried a recruiter. The role is still open.
The issue isn't where you're looking—it's how the role is being defined, presented, and decided on. Most hiring failures are internal problems wearing the costume of a talent shortage.
- Role has been open 45+ days with no clear end in sight
- Candidates look good on paper but never quite fit
- The job description reads like it was written by committee
- Interviewers disagree on what "good" actually looks like
- Decisions stall—and candidates disappear while you wait
- You've hired someone, it didn't work out, and you're back to square one
"We don't need more resumes. We need to figure out why the right people keep walking away."— What we hear from hiring managers, all the time
And when a bad hire walks out the door in 90 days, the cost isn't just the salary — it's the time, the momentum, and starting the whole broken process over again.
"Most roles that stay open this long break in the same 2–3 places: unclear role definition, slow decision-making, or misalignment between hiring managers."
Traditional recruiters send you more candidates and charge you a fee when one sticks. They have zero incentive to tell you your process is broken—that conversation doesn't pay their invoice.
We're not recruiters. We're operators who fix broken hiring systems. And if placement is the right next step, we do that too—correctly.
You already know
something is off.
—Your role has been open 30–60+ days and you're not sure why
—You're getting applicants but none of them are the right fit
—Interviews keep getting scheduled but decisions keep getting pushed
—You've made a hire that didn't work out — and you're back at square one
—You've tried a recruiter and it didn't solve the problem
—You're not sure if the issue is the role, the process, or the people evaluating candidates
—You filled the role but they left within 90 days — and now you're starting over
—Your turnover is high but you're not sure if it's a hiring problem or an onboarding problem
For Executives and Operators
Who Can't Afford to
Get the Hire Wrong.
We work with growth-stage and mid-market companies — 50 to 5,000 employees — across manufacturing, engineering, BPO, healthcare, professional services, SaaS, skilled trades, and start-ups. If you need to hire well and your process isn't built to do that, we fix it. Every engagement starts with a diagnosis.
The Hiring Diagnostic
A complete diagnostic of your hiring system across 6 phases — from req approval through the first 90 days. We identify exactly where it's breaking down and deliver a written findings report with a specific action plan. No 40-slide deck. No pitch.
Role Definition & Alignment
Most roles fail before the first interview because leadership doesn't agree on what they actually need. We facilitate that conversation, build the scorecard, and make sure everyone evaluates against the same standard.
Direct Placement
Once the process is clean, if you need us to find the person, we will. We source, vet, and present candidates who match the actual role—not just the job description. No spray-and-pray. No padding the pipeline.
Fractional TA Advisory — The Third Way
Not ready to hire a Head of Talent? We plug in on a fractional basis and own the hiring function—process, sourcing, coordination, and decision support—until you're ready to run it yourself.
Interview & SOP Design
We build the structured interview frameworks, evaluation criteria, and standard operating procedures your team needs to make consistent, defensible hiring decisions every time—not just when you're lucky.
Offer & Onboarding Strategy
Candidates don't just leave at the application stage. They leave at the offer and in the first 90 days. We help you close the people you want and set them up to stay—reducing the attrition that kills momentum.
ATS Implementation & Adoption
Most companies buy the software. Few actually use it right. We configure your ATS, build the workflows, and drive real adoption—including full data migration and change management across your team.
Interview Training & EEOC Compliance
Most hiring managers have never been trained on how to interview. We run a structured one-day training covering behavioral interviewing, EEOC-compliant questioning, scorecard usage, and debrief process — so every interviewer evaluates candidates consistently and legally.
Simple.
No retainers
upfront.
We don't sell you a 6-month engagement before we know what's wrong. Every engagement starts with a 30-minute diagnostic call. From there, we scope what's needed—nothing more.
Diagnostic Call
30 minutes. We ask hard questions about your open roles, your process, your team's capacity, and your decision-making. No pitch. Just diagnosis.
Findings & Scope
Within a week, we deliver a clear breakdown of what's broken and a recommended scope of work. You decide what to fix and when.
Fix the Process
We rebuild what needs to be rebuilt—role definition, scorecard, interview structure, decision framework. We do this with you, not for you.
Fill the Role (if needed)
If placement is part of the scope, we source and vet against the criteria we built together. You only see candidates worth your time.
Transfer & Exit
We document everything and hand it off clean. The goal is to make you self-sufficient—not keep you dependent on us.
Experienced in
what actually works.
Most companies don't have a talent problem. They have a hiring problem. I built IGY Six because I kept seeing that truth ignored—companies with strong missions and smart leaders couldn't hire the people they needed. Not because the people didn't exist. Because the process made it impossible to find them, evaluate them fairly, or move fast enough to keep them.
I served in the U.S. Army for over a decade—first as a paratrooper and Weapons Crewmember Supervisor with Airborne operations, including a combat deployment to Iraq's Al Anbar Province in 2009. Later as a Staff Sergeant and Army Recruiter managing nine recruiters and the full recruiting lifecycle. When you're accountable for people in high-stakes environments, you learn fast that missions succeed or fail based on how well you build and trust your team.
After the military, I built a 12+ year career in enterprise talent acquisition across some of the most operationally demanding environments in the country — manufacturing at Caterpillar and Toyota production scale, global BPO operations at TaskUs, healthcare and benefits administration at Centene, Blue Cross Blue Shield, and QTC, and technology at XPEL where I led seven recruiters across 19 countries and cut time-to-fill by 67%. I've built hiring SOPs from scratch, standardized compensation across organizations, and eliminated the third-party recruiting dependency that drains budget without solving the real problem.
IGY Six is the firm I wished existed every time I watched a good company lose a great hire to a broken process. We've got your six.
Traditional Recruiters
- ✕Paid when placed—your broken process is not their problem
- ✕Send volume and hope something sticks
- ✕No accountability after the hire
- ✕Same playbook for every role and every company
- ✕Won't tell you when the problem is internal
- ✕No SOPs, no transfer, no self-sufficiency
IGY Six Consulting
- ✓Diagnose first—fix the root cause, not the symptom
- ✓Only present candidates worth your time
- ✓Accountable through onboarding and the first 90 days
- ✓Scoped to your actual problem—built from scratch
- ✓Will tell you when the problem is internal
- ✓Document everything. Hand it off clean. Exit with integrity.
We're probably not
a fit if...
—You just want resumes sent over with no process conversation
—You're not open to looking at your internal process as part of the problem
—You need a quick transactional hire with no interest in fixing what broke
—You're looking for the cheapest option — not the right one
If none of that is you — and you're ready to find out what's actually broken — let's talk.
Operation Get Hired.
The exact playbook a 12-year veteran recruiter uses to evaluate and place candidates — so you can execute it yourself. Resume rewrite, LinkedIn optimization, outreach scripts, interview prep, and a 30-min 1:1 strategy call.
Are You Automating
the Right Parts of Hiring?
AI tools are changing how companies source, screen, and communicate with candidates. Most companies adopt them without asking the compliance question first. Using AI in hiring without understanding the EEOC and OFCCP implications creates a new category of legal exposure most businesses have never considered.
AI screening tools can create disparate impact on protected classes even when the algorithm appears neutral. Without documentation of how AI is used in hiring decisions — you have no defense if challenged.
The Hiring Diagnostic includes an AI usage review — identifying where automation is creating risk and where it's actually helping. We help you use AI to move faster without creating liability.
Find Out Why
Your Role Is
Still Open.
No pitch. No retainer required. Just 30 minutes to find out exactly why your role isn't filled — and what to do about it.
- ◆A clear diagnosis of exactly where your hiring process is breaking down
- ◆The specific reason your role has stayed open this long
- ◆A prioritized list of what to fix first — with or without us
- ◆Honest feedback on whether you need outside help or can handle it yourself
- ◆If turnover is the issue — a clear picture of where the hiring-to-onboarding handoff is breaking down
- 15–30 minute call — no long discovery sessions, no fluff
- We break down your hiring process, identify what's not working, and map out a fix
- You'll leave with a clear answer on why the role isn't filled
- If needed, we'll step in and fill the role the right way