Talent Acquisition & Hiring Redesign

Stop Hiring for Roles That No Longer Exist

Most organisations are still hiring as if work hasn’t changed.

But it has.

Roles have shifted.
Tasks have been automated.
AI is embedded.

And yet job descriptions, hiring processes and success measures remain stuck in an industrial-era model.

The result is a growing gap between:

what organisations think they’re hiring for
and the work that actually gets done

The uncomfortable truth

Our research consistently shows: Over 90% of job descriptions do not reflect the work people actually do.

That’s not a TA capability issue.
It’s a work design failure.

But TA teams carry the consequences:

hiring managers unhappy
poor-quality shortlists
early attrition
roles that “don’t work out”
TA measured on speed and volume, not value

And increasingly, TA is being asked to solve problems that sit far upstream, without the authority or tools to redesign them.

Why traditional hiring is breaking down

Most hiring systems still prioritise:

CVs and career history
years of experience
polish and confidence
familiarity with corporate language

This systematically filters out:

independent learners
neurodiverse thinkers
candidates from non-traditional or lower-income backgrounds
early-career talent who learned through doing

At the same time, ATS systems reinforce bias by optimising for past patterns, not future capability. This is why organisations feel like “good candidates don’t exist anymore”.

They do.
They just don’t survive the system.

Our approach: redesign hiring around outcomes

We help TA teams shift from task-based hiring to outcome-based hiring.

Instead of asking:

“Who looks right for this role?”

We ask:

“What outcomes must this role create and how do we surface the people who can do that?”

This changes everything.

What outcome-based hiring looks like in practice

Step 1: Redesign the role (before you hire)

Step 2: Replace CV filtering with “show me how”

We work with TA and hiring managers to:

strip out task lists
define 3–5 outcomes that matter in the first 90 days
map which tasks are already automated or AI-assisted
clarify where human judgement actually adds value

This immediately improves hiring manager alignment and removes ambiguity.

Step 2: Replace CV filtering with “show me how”

Instead of screening for background, we design interviews around real outcomes.

Candidates are asked to:

solve a real problem
explain their thinking
use any tools they want (including AI)
show how they would get to an outcome

This surfaces:

critical thinking
creativity
adaptability
judgement

The skills that matter in a FusionWork world and which CVs never show.

Step 3: Close the loop between exit and entry

Step 2: Replace CV filtering with “show me how”

Step 3: Close the loop between exit and entry

One of the most powerful shifts we enable is this:

exit interviews redesigned to capture how the role actually evolved
what changed
what AI replaced
what skills were truly used

That insight feeds directly back into:

role design
hiring criteria
onboarding
early performance measures

TA stops guessing and starts learning.

What we deliver

Our TA & Hiring Redesign work typically includes:

Delivered as:

Standalone workshops | Pilot programmes | or Embedded redesign projects

Who this is for

Heads of Talent Acquisition
Resourcing leaders
HR Directors
Workforce Stratergy Teams
Organisations struggling with hiring quality
Employers under pressure to hire differently — and fairly