Tailored Talent Solutions

Tailored Talent Solutions

Tailored workforce solutions that work for you

Talent Advisory & Tailored Solutions

As your trusted Talent Advisors, we assess the current state of your talent architecture and your pain points and consult from there.

Tapping into the wealth of experience our team has in the world of talent management, assessment and attraction, LaunchTS provide solutions that can help manage a broad range of talent risks.


Whether it’s un-bundling some of the offerings from our MSP, or RPO solutions, or designing and implementing a tailored solution for your specific talent needs, we start with understanding the current state of your business and the pain points you’re experiencing and consult from there.

What are Tailored Talent Solutions?
These are bespoke solutions specifically designed to solve the myriad of talent acquisition and management problems you may have in running your business. Starting with either a brief, or in-depth situation diagnosis, our team of experts will spend time with you to truly understand the issues you are experiencing and the outcomes you want to achieve. From here we will design a specific solution tailored to your needs. Think of them as un-bundled pieces of work that can be stood up quickly, as and when the needs arise then either integrated into your business or dismantled once you have achieved your goals. Our talent solutions leaders have a huge breadth and depth of experience covering the entire life cycle of talent attraction and management. This covers but is not limited to talent acquisition review, executive search, market mapping talent sourcing, pooling and pipelining, succession risk management, employment branding and value propositions, payroll services, contractor care, assessment and development to name a few. Our solutions are designed to help position clients effectively in today’s competitive talent acquisition landscape.

Some of our solutions include

Audit & Discovery

The best employment experiences begin long before someone joins your organisation. You can break down the typical candidate journey into as many as 15 – 25 touch points throughout the process. Within those touch points there are three or four key moments of truth – those experiences with your brand that can make or break the candidate’s decision to join. Understanding how to influence those moments so that the best talent makes the right decision can be critical. Our talent advisory solutions use data-driven insights to build collaborative solutions that drive strong ROI.

Succession Risk Management

Effective succession management requires a proactive approach to understanding and assessing the quality of your existing talent and benchmarking this with the external market. Whilst each situation is different, this solution helps companies who lack internal successors for key and critical roles, by using deep research techniques to develop talent intelligence and insights to help build a viable external bench. Talent intelligence is a great way to develop insights and options without committing to a full executive search.

Leadership Assessment & Development Planning

Good talent strategy starts with an assessment of what you have and requires you to develop a plan of where you need to focus to achieve your goals. Your leaders are key to this. You should assess their capability on a regular basis and use this information to build individual development and succession risk management plans. We can support you through this process, leveraging our experience working in and for some of the strongest leader led organisations in the country.

Market Mapping, Talent Pooling & Pipelining

Running a successful talent acquisition team relies on strategy and tactics, knowing what you will need when you need it and having it available when you do. Market mapping, talent pooling & talent pipelining are all elements of a well-designed approach to strategic talent sourcing. These techniques are applicable to critical hire recruitment and more junior volume recruitment requirements. Enabled by good research, people power and technology you will wish you focussed on this years ago.

Workforce Planning

The most common definition of workforce planning (WFP) is having the right people, in the right place, with the right capabilities at the right time. The solution to this involves identifying the future business directions and workforce needs. Analysing and understanding the make-up of the current workforce. Determining the necessary skills, capabilities and competencies required to achieve strategic and operational goals in the future. And developing policies and strategies that will assist in achieving these goals.

Change Management

All too often we witness and are impacted by poor system and process change management. Relatively straight forward implementations can take much longer than necessary, stakeholders get frustrated by the lack of or poor quality of communications and the cost of the project can go over budget. Commitment to good change management techniques and resources can help you to avoid the risk and reap the benefits of what you aim to achieve.

Employment Branding

An employment brand is how a company describe its reputation and popularity from a potential employer's perspective and describes the values the company gives to its employees. Employer Branding is the process of creating and maintaining your company's Employer Brand. This includes developing a compelling value proposition and ensuring a consistency or brand and messaging in your go to market strategy.

Talent Market & Competitor Intelligence & Insights

Using deep research techniques to develop talent and competitor intelligence and insights helps organisation develop strategies that mitigate the risk of losing key talent, or not addressing talent issues early enough. Talent intelligence is a great way to develop insights and options without committing to a full executive search and giving you confidence to make tough decisions.

Talent Acquisition Strategy

Leveraging the experience of our leadership team who have run large internal recruitment functions, RPO and contractor management solutions, the process of developing a wholistic Talent Acquisition strategy starts with a process of audit and discovery. We provide a current state diagnosis and recommendation based on the outcomes you aim to achieve. The strategy will include recommendations around cost, people, process and technology and a plan that delivers a return on your investment.

Payrolling, Timesheet & Invoicing Solutions

Many businesses are comfortable managing their own contingent workforces, but from time to time need the support of an external patrol provider to assist with timesheeting and invoicing solutions. We offer 24/7 access to cloud based, easy to use timesheets and expense management system. A fortnightly payroll on time, every time. Zero start-up costs. As dedicated consultant and payroll team to take care of your contractors. As seamless on-boarding and off-boarding program and support with contractor re-deployment.

Executive Search

Executive search (informally called headhunting) is a recruitment service that organisations use to seek out and recruit highly qualified candidates for senior-level and executive jobs. The process combines the skill and knowledge of a researcher and lead consultant with the power of technology and good research techniques. With the availability of relatively easy to access public information, the days of needing to pay exorbitant fees to global search firms are almost over. The term search at all level is considered by many to be industry best practice, as opposed to the exclusive realm of the search firm. High-quality outcomes can be extremely cost effective.

How our services bring about success

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