A smaller team. $56,000 in annual net savings.
Two recruiters and one TA Lead, supported by Caroline 2.0. Modeled savings use assumed salaries and a 30% employment-cost allowance, after Caroline’s subscription fee and before one-time costs.
| Annual cost | Current | Day 1 team | Future team |
|---|---|---|---|
| Recruiters: $85,000 each ($110,500 loaded) | 4 / $442,000 | 3 / $331,500 | 2 / $221,000 |
| TA Lead: $115,000 ($149,500 loaded) | $149,500 | $149,500 | $149,500 |
| Total staffing | $591,500 | $481,000 | $370,500 |
| Caroline subscription | — | $165,000 | $165,000 |
| Total annual run rate | $591,500 | $646,000 | $535,500 |
$221,000 in annual staffing savings cover Caroline’s $165,000 fee and deliver $56,000 in net annual savings.
Future annual cost: $535,500. Compare with $591,500 in current staffing costs. Savings reflect two recruiter reductions, net of Caroline’s subscription fee.
Reduce one recruiter position at prepared launch. The Day 1 team is 3 recruiters and 1 TA Lead, with no recruiting admin. Target the future team for Day 91: 2 recruiters and 1 TA Lead, after a documented readiness review. No recruiting admin is added at any stage.
Cost assumptions
Day 1 figures are annualized transition costs. Assumed salaries and a 30% employment-cost allowance underpin this model. Role reductions and timing remain United Digestive decisions.
Staffing costs and net savings
| Role | Assumed salary | 30% allowance | Loaded cost |
|---|---|---|---|
| Recruiter | $85,000 | $25,500 | $110,500 |
| TA Lead | $115,000 | $34,500 | $149,500 |
The allowance covers employer payroll taxes, insurance, retirement contributions and other direct benefits. Finance will confirm actual avoidable costs. Fixed overhead and recruiter time returned do not count as cash savings. No separate paid-leave surcharge is added.
3 months with 3 recruiters and the TA Lead, then 9 months with 2 recruiters and the TA Lead. No admin added.
Two-year net savings: $84,375 before additional one-time costs.
The model assumes the first recruiter reduction at launch and the second at Day 91. Each month the second reduction is delayed reduces modeled savings by approximately $9,208. No savings from software licenses, subscriptions or advertising are included.
Implementation and other costs
The $25,000 implementation fee is waived. Add any separately scoped integration, severance, leave payouts or incremental backfill costs. Outplacement adds no charge. Placement credits are excluded from savings unless they replace verified spend.
Payroll tax sources
Employer FICA totals 7.65% at these salaries. Georgia unemployment tax applies to the first $9,500 of wages at the assigned rate. Included within the 30% assumption. Sources: IRS · Georgia DOL.
Explore the adjustable cost model
Adjust the cost allowance, timing and one-time expenses. Salaries stay at the requested assumptions. Changes are local to this browser session. No recruiting admin is included. The future team starts after the second recruiter reduction.
A prepared launch and a 90-day roadmap
| When | What happens | Who leads |
|---|---|---|
| Before launch Days −15 to −6 | Build the plan. Baseline 4–8 weeks of activity. Validate costs and hiring targets. Assign every requisition and candidate to an owner. Confirm integrations and assign coordination duties to the existing team. | TA Lead Finance + TalentBridge |
| Launch readiness Days −5 to 0 | Prepare the people and system. Approve criteria and messages. Test access, ATS handoffs and fallback steps. Complete training and HR communication. Sign the launch checklist. | TA Lead HR + TalentBridge |
| Launch Days 1–14 | Make the first change. Reduce one recruiter role. The 3 recruiters and TA Lead cover coordination during transition. Launch tested workflows, review queues daily and offer private outplacement intake. | TA Lead TalentBridge |
| Build confidence Days 15–30 | Demonstrate proficiency. Complete user checks. Expand tested workflows and compare quality, throughput and backlog with baseline. | TA Lead TalentBridge |
| Prove capacity Days 31–60 | Trial the future team. Rebalance requisitions and coach on real cases. Test recruiter capacity with the third providing backup and handover support. Assign scheduling, queue monitoring and ATS hygiene to named recruiters, with TA Lead oversight. | TA Lead |
| Readiness review Days 61–90 | Approve the second change. Complete the capacity trial and quality audit. Confirm savings and demonstrate coverage of recruiting and coordination. Obtain sponsor, HR and Finance approval. | TA Lead + sponsor HR + Finance |
| Future team Day 91 onward | Transition with support. Reduce the second role after readiness approval. Retained recruiters cover coordination, with the TA Lead providing backup. Offer outplacement and review weekly for 30 days, then monthly. | TA Lead TalentBridge |
Launch timing
Day 1 is the prepared operational launch. Access setup, essential training and handover happen beforehand. The existing team covers coordination throughout. No admin is added. Complete the Caroline launch checklist before setting Day 1.
Role-based training and clear ownership
| Training | Who / time | Ready to… |
|---|---|---|
| Team orientation Before launch | Whole team 60 minutes | Understand the change. Explain roles, the workflow, human review and support routes. |
| Recruiter workflow Before launch | Recruiters + TA Lead Two 90-minute sessions | Move candidates forward. Review summaries, record decisions and escalate exceptions. |
| Coordination workflow Before future-team transition | Retained recruiters + TA Lead Two 90-minute sessions | Keep work moving. Manage queues, scheduling, ATS records and failed handoffs. |
| Lead controls Before launch | TA Lead 90 minutes | Manage performance. Approve criteria, audit quality, allocate work and use the scorecard. |
| Guided practice Week 1 | Each user Two 60-minute sessions | Handle real cases. Work with a trainer through normal, ambiguous and failed screenings. |
| Office hours Weeks 2–4 | Team Two 30-minute sessions weekly | Resolve issues quickly. Review live questions and improve the shared playbook. |
| Proficiency check By Day 30 | Each user 45 minutes | Work independently. Complete 5 cases with no critical routing, access or documentation errors. |
TalentBridge supplies recordings, task guides, a troubleshooting checklist and an escalation directory. The TA Lead signs off proficiency, with coaching and retesting as needed.
Future ownership: The TA Lead owns priorities and quality. Two recruiters own deeper interviews, manager consultation and offers. The recruiters share coordination and queue hygiene, with a named daily queue owner and TA Lead backup. Caroline handles approved engagement, screening and structured handoffs. People retain hiring decisions.
Training details
Proposed training scope to confirm at kickoff. Retained recruiters must demonstrate coordination proficiency before the second reduction. Include scheduling, ATS hygiene and exception handling in their practice cases. The team follows the launch training schedule above. Existing staff training time is not counted as savings.
Evidence guides the second staffing change
Target the future team for Day 91 after four consecutive weeks meeting the agreed scorecard and a successful two-week workload trial. Confirm coordination coverage without admin support before completing the second reduction. The trial must include scheduling, ATS hygiene and queue monitoring.
| Readiness measure | Evidence required |
|---|---|
| Team adoption | Everyone proficient. 90% workflow adoption. All retained users pass checks and at least 90% of eligible candidates follow the approved process. |
| Candidate response | 95% reviewed within 1 business day. Measure human review of qualified handoffs. |
| Recruiter capacity | A successful two-recruiter trial. Meet the hiring plan without growing overdue backlog or unplanned overtime. |
| Screening quality | 95% meet criteria. No unresolved critical errors. Audit 20 cases weekly, or all cases if fewer. Check criteria and routing. |
| Hiring outcomes | Maintain agreed hiring standards. Conversion to interview and time to shortlist meet role-specific baseline tolerances. |
| Cost savings | Finance validates the model. Confirm avoidable employment costs, reduction dates and Caroline fees against the savings model. |
If a gate fails, retain the third recruiter, correct the issue and repeat the review. The TA Lead reports the budget impact weekly.
Visible support during change
Use daily 15-minute huddles for the first two weeks, weekly operating reviews through Day 90 and biweekly sponsor updates. Give each retained employee a role brief and a Week 1 check-in. Use a confidential weekly confidence and workload pulse, with named follow-up actions.
If a handoff fails, the assigned recruiter alerts the TA Lead during transition. A named recruiter retains routing responsibility in the future team. The TA Lead assigns a human owner and activates the manual workflow. TalentBridge investigates and retests before reactivation.
Readiness criteria
These are proposed acceptance criteria, not proven performance. Agree baseline tolerances before launch. Low volume may require a longer review period.
No-cost outplacement for impacted team members
TalentBridge will provide confidential, voluntary outplacement services at no cost to United Digestive or the team members impacted by either staffing change.
| Support step | What each person receives | When |
|---|---|---|
| A private introduction | A clear offer of support. HR communicates the change privately and offers an introduction to a TalentBridge career advisor. | At each staffing change |
| A personal plan | One-to-one career intake. With consent, review experience, goals, target roles and locations. Agree a job-search plan. | Within 3 business days of enrollment |
| Career materials | A stronger résumé and profile. Review and revise the résumé, improve LinkedIn and clarify career goals. | Week 1 |
| Search preparation | Confidence for the search. Coach on networking, applications, interviews and compensation. Provide a written action plan. | Weeks 1–2 |
| Active support | Weekly advisor check-ins. Practice interviews and, with consent, connect with TalentBridge recruiters for suitable openings. | Weeks 2–6 |
| A transition toolkit | A plan that continues. Review progress, refine the search and provide resources and a recruiting contact. | End of Week 6 |
Proposed standard package: Six weeks of advisor support per participating employee, beginning at enrollment. Make the offer available for 30 days after each staffing change. Schedule sessions directly with the advisor around the individual’s availability.
Outplacement details
Confirm package logistics at kickoff. Participation is voluntary. Obtain consent before sharing a résumé or making introductions. Share only aggregate participation and service-delivery updates with United Digestive. Outplacement does not guarantee employment or replace any severance or benefits United Digestive provides.
A clear plan for people, adoption and cost
1. Confirm the economics
Finance validates salaries, employer benefits, reduction dates and additional one-time costs. Savings reflect staffing changes only, after Caroline’s subscription. The implementation fee is waived and outplacement adds no charge.
2. Prepare the team
Name the sponsor, TA Lead and TalentBridge delivery owner. Assign coordination ownership within the retained team. No admin hire is planned. Complete discovery, test workflows, train retained employees and assign every requisition and candidate commitment before Day 1.
3. Support impacted employees
HR owns employee communication and employment decisions. TalentBridge offers confidential advisor introductions and the six-week outplacement package to each impacted team member, including anyone affected by the second reduction.
4. Make the second change on evidence
Target Day 91 after the TA Lead demonstrates capacity and service quality. Validate that both recruiters can sustain recruiting and coordination, with TA Lead backup. Sponsor, HR and Finance approve the change after the readiness review. Extend the transition if the team needs more time.
Recommended future team: 2 recruiters and 1 TA Lead, with no recruiting admin, supported by Caroline 2.0 and TalentBridge.
Commercial terms
Commercial reference: $13,750 monthly, or $165,000 annually, over a two-year commitment. The $25,000 implementation fee is fully waived. This plan accompanies the commercial proposal. The savings scenario uses the salary, employment-cost and staffing-timing assumptions shown above. Confirm training and outplacement logistics in the implementation plan.