The brief is wrong
Roles get written from an old job description instead of the work that actually needs doing. Everything downstream inherits the error.
Talent managment
Building talent beyond recruitment
Two decades of HR expertise, accelerated by modern technology. We map the market, shortlist on evidence, and hand you people who stay.
Candidate A
Verified | Movable
Candidate B
Verified | Right fit
Candidate C
Verified | Movable
0+
years in HR and talent acquisition
R0m+
in recruitment cost savings delivered
0+
placements across five industries
0
average days to shortlist
Hiring breaks in three places
The shortlist is thin
Volume sourcing produces applications, not candidates. Hiring managers end up screening on gut feel under time pressure.
The hire does not stay
Nobody checked for fit against the team, the culture or the next two years of the role.
The TacQ method
Seven steps, run in order, with something you can hold at the end of each one.
01
Brief
02
Market map
03
Source
04
Screen
05
Shortlist
06
Place
07
Embed
What we do
End to end talent acquisition
Brief to onboarding, run as one accountable process.
Executive and direct search
Mapped, approached and assessed against a defined market, not a database.
Contingent workforce
Project and interim resourcing that flexes with demand.
HR strategy and operations
Structures, policy, performance and workforce planning that hold up under growth.
Compliance and risk
LRA, BCEA, EEA, B-BBEE, Skills Development and SETA, plus vetting and verification.
Graduate and campus programmes
National graduate campaigns, internships, placements and student conversion.
Technology does the searching. People do the judging.
We use AI assisted sourcing, market mapping and screening to compress the slow parts of hiring: finding who exists, checking what is verifiable, and ranking against the brief. What technology never does at TacQ is decide. Every shortlist is argued for by a person who has done this for twenty years and can tell you exactly why each name is on it.
- Faster market coverage.
- Consistent, criteria based screening.
- Full audit trail for compliance and B-BBEE reporting.
Led by Amitha Ramraj
Twenty years across consulting, mining, financial services, FMCG and ICT. Amitha built an in house talent acquisition function that delivered over R6 million in recruitment cost savings, led national graduate programmes across South African universities, and has hired from analyst level through to senior executive.
More about AmithaTell us what you are trying to hire.
One conversation, no obligation. We will tell you honestly whether we are the right fit.