Build a Hiring Strategy That Actualy Works

A woman sitting at a wooden desk with a laptop, with her head in one hand and a distressed expression.

Is This You?

  • Struggling to fill roles fast enough to keep up with demand?

  • Turning down work because you don’t have the manpower?

  • Losing top candidates mid-process or not even attracting them in the first place?

  • Overpaying recruiters without a long-term solution?

You’re not alone. Most firms are operating in a reactive hiring mode — patching holes instead of building a system. Let’s change that!

What To Expect

from the 16-week Talent Strategy program

Week 1 (call)
Kickoff & Identifying Top 3 Barriers to Hiring

Get clear on your biggest talent roadblocks and align on program goals. You’ll walk away with a diagnostic and a roadmap.

Week 2 (Internal Interviews)

I meet with hiring managers, team leads, and recruiters to gather insights.

Week 3 (Call)
Rethink Your Ideal Candidate Profile

Let’s revisit what “qualified” really means and unlock hidden talent pools you’ve been overlooking.

Week 4 (Internal Interviews)

Stakeholder listening sessions to uncover misalignments in expectations.

Week 5 (Call)
Audit the Interview Process

We’ll walk through your current interview loop, identify bottlenecks, and start building a streamlined version.

Week 6 (Internal Interviews)

Observe interviews or shadow internal processes.

Week 7 (Call)
Sell the Opportunity Like a Recruiter

Craft better job descriptions, pitch your projects, and elevate how your team talks to candidates.

Week 8 (Internal Interviews)

Revise job posts and coach managers on positioning.

Week 9 (Call)
What’s Working | External Sourcing Strategies

LinkedIn, niche boards, referral tactics we’ll map out where your best candidates actually are and how to reach them.

Week 10 (Internal Interviews)

Stakeholder review of sourcing activity.

Week 11 (Call)
Grow Talent from Within

Don’t just hire and develop. We’ll identify internal growth paths and succession plans.

Week 12 (Internal Interviews)

Meet with top performers and managers to shape development plans.

Week 13 (Call)
Competitive Employer = Retention Strategy

We’ll examine what you offer beyond salary: flexibility, culture, leadership training, etc.

Week 14 (Internal Interviews)

Audit your value proposition and retention metrics.

Week 15 (Call)
Refinement & Final Presentation

Together, we’ll finalize your updated hiring playbook with strategies, scripts, and KPIs to keep you on track.

Week 16 (Wrap-Up)

You’ll receive a complete Talent Strategy Package including everything we created ready to hand off or scale with.

Promotional image of Bryce Bates.

GET TO KNOW ME

Business Consultant | Career Coach | Podcast Host | Author | AEC Industry Expert

I’m Bryce Batts a business consultant, speaker, and certified Career Coach with over 20 years of experience in the AEC (Architecture, Engineering, and Construction) industry. I’m also the co-founder of Career Collective, a 20-person staffing company where we help firms in the AEC industry fill the most unfillable roles.

With a background in agency recruiting, I’ve placed more than 800 professionals in roles where they could truly thrive. Today, I work with companies to refine how they attract, hire, and retain top talent because sometimes you need more than a great recruiter.

My approach blends deep industry expertise with hands-on execution: From auditing your interview process and training hiring managers to strengthening your employer brand and building out succession plans, I help you design a strategy that works for your business — not just a generic best practice.

But my mission goes beyond business success. I’m a champion for women in leadership and deeply committed to creating workplaces where everyone can show up fully, lead boldly, and build a career they love.

When I’m not consulting, I host the podcast ‘Wine After Work’; where I explore career, leadership, and life with a glass of wine and some seriously candid conversations. I’m also a wife, sister, and mom to two amazing daughters — raising the next generation of women to live audaciously and shatter glass ceilings wherever they go.

Let’s build something better—together.

Program Investment

  • This is a fraction of what you’d spend on just one bad hire. Implement this once, and it will serve you for years. Most firms spend $25K+ per hire, this program will help you get your next 5+ hires and beyond.

    • 8 strategic calls (1 hour) + 8 weeks of stakeholder interviews

    • 1:1 coaching and advisory support

    • Customized assets: interview guides, job templates, career paths

    • Weekly follow-ups with key insights and next steps

    • Final deliverable: Your firm’s 2025 Talent Playbook™

  • YOU WILL:

    ✅ Hire faster and smarter

    ✅ Attract better-fit candidates

    ✅ Empower your managers to own the process

    ✅ Cut dependency on outside recruiters

    ✅ Reduce churn, burnout, and costly mistakes

    YOU WILL LOSE:

    ❌ Misaligned hires

    ❌ Interview chaos

    ❌ Frustrated teams

    ❌ Work turned away due to staffing gaps

Listen to my podcast episode about ‘The Current State of Talent in AEC’

FAQs

  • No — this enhances them. I empower your internal team with tools and clarity.

  • Yes. In fact, it’s often the smaller firms that get the biggest lift from this kind of structure.

  • We can tailor the format — but structure equals results. This format works for a reason.

Ready To Get Started?

Let’s build your custom roadmap to hire and retain top AEC talent.