4 Recruiters
1 Talent Acquisition Leader
Recruiters$442,000
Talent Acquisition Leader$149,500
Total staffing$591,500
Caroline 2.0—
Annual Cost$591,500
A Smaller Team. $56,000 in Annual Net Savings.
The future team includes 2 Recruiters and 1 Talent Acquisition Leader, 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.
4 Recruiters
3 Recruiters
1 Talent Acquisition Leader
Recruiters$331,500
Talent Acquisition Leader$149,500
Total staffing$481,000
Caroline 2.0$165,000
Annual Run Rate$646,000
2 Recruiters
1 Talent Acquisition Leader
Recruiters$221,000
Talent Acquisition Leader$149,500
Total staffing$370,500
Caroline 2.0$165,000
Annual Cost With Caroline$535,500
$56,000 SavedPer year compared with the current team.
Salary assumptions: Recruiter: $85,000 each ($110,500 loaded). Talent Acquisition Leader: $115,000 ($149,500 loaded). All phase costs above are annualized.
$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 Talent Acquisition Leader. Target the future team for Day 91: 2 Recruiters and 1 Talent Acquisition Leader, after a documented readiness review.
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 |
| Talent Acquisition Leader | $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.
$28,375
Year 1 Net SavingsThe model includes three months with 3 Recruiters and 1 Talent Acquisition Leader, followed by nine months with 2 Recruiters and 1 Talent Acquisition Leader.
$56,000
Year 2 Net SavingsTwo-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 of delay in the second reduction 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. Career Transition Support 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. These taxes are included in the 30% employment-cost allowance. 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. 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 Establish a baseline using four to eight 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. | Talent Acquisition Leader Finance and 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. | Talent Acquisition Leader HR and TalentBridge |
| Launch Days 1–14 | Make the First Change Reduce one recruiter role. The 3 Recruiters and 1 Talent Acquisition Leader cover coordination during the transition. Launch tested workflows, review queues daily and offer private career transition intake. | Talent Acquisition Leader TalentBridge |
| Build confidence Days 15–30 | Demonstrate Proficiency Complete user checks. Expand tested workflows and compare quality, throughput and backlog with baseline. | Talent Acquisition Leader TalentBridge |
| Prove capacity Days 31–60 | Trial the Future Team Rebalance requisitions and coach on real cases. Test recruiter capacity while the third recruiter provides backup and handover support. Assign scheduling, queue monitoring and ATS hygiene to named recruiters, with Talent Acquisition Leader oversight. | Talent Acquisition Leader |
| 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. | Talent Acquisition Leader and Sponsor HR and Finance |
| Future team Day 91 onward | Transition with Support Reduce the second role after readiness approval. Retained recruiters cover coordination, with the Talent Acquisition Leader providing backup. Offer career transition support and review weekly for 30 days, then monthly. | Talent Acquisition Leader TalentBridge |
Launch Timing
Day 1 is the prepared operational launch. Access setup, essential training and handover happen beforehand. The existing team covers coordination throughout. Complete the Caroline launch checklist before setting Day 1.
Role-based Training and Clear Ownership
| Training | Audience and Duration | Learning Outcome |
|---|---|---|
| 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 and Talent Acquisition Leader Two 90-minute sessions | Move Candidates Forward Review summaries, record decisions and escalate exceptions. |
| Coordination workflow Before future-team transition | Retained recruiters and Talent Acquisition Leader Two 90-minute sessions | Keep Work Moving Manage queues, scheduling, ATS records and failed handoffs. |
| Lead controls Before launch | Talent Acquisition Leader 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 five cases with no critical routing, access or documentation errors. |
TalentBridge supplies recordings, task guides, a troubleshooting checklist and an escalation directory. The Talent Acquisition Leader signs off proficiency, with coaching and retesting as needed.
Future ownership: The Talent Acquisition Leader 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 Talent Acquisition Leader backup. Caroline handles approved engagement, screening and structured handoffs. People retain hiring decisions.
Training Details
Confirm the proposed training scope 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 across the retained team before completing the second reduction. The trial must include scheduling, ATS hygiene and queue monitoring.
| Readiness Measure | Evidence Required |
|---|---|
| Team adoption | All Users 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 One 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 Talent Acquisition Leader 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 Talent Acquisition Leader during transition. A named recruiter retains routing responsibility in the future team. The Talent Acquisition Leader 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 Career Transition Support for Impacted Team Members
TalentBridge will provide confidential, voluntary career transition support 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.
Career Transition Support 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. Career Transition Support 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 career transition support adds no charge.
2. Prepare the Team
Name the sponsor, Talent Acquisition Leader and TalentBridge delivery owner. Assign coordination ownership within the retained team. 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 career transition support 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 Talent Acquisition Leader demonstrates capacity and service quality. Validate that both recruiters can sustain recruiting and coordination, with Talent Acquisition Leader 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 Talent Acquisition Leader, 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 career transition support logistics in the implementation plan.