legacy infrastructure is holding you back
If your talent function is not keeping pace with the business — often manifested as long time to hire, inefficient workflows or a black-box view that prevents ROI justification — it’s time for a change. Randstad Advisory’s talent operating model review (TOMR) services provide a granular, bottom-up diagnostic of your organization’s actual talent delivery engine. We focus on the talent infrastructure of people, process, technology, data, intelligence and governance to get your talent strategy back on track.
a blueprint for transformation
Through a rigorous, 10-16 week holistic engagement, we’ll evaluate your talent infrastructure across the PPTDI-G framework: people, process, technology, data, intelligence and governance.
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By implementing talent operating model review services, you can expect:
- Experience review: Capture the voice of stakeholders — from the C-suite to recently hired talent — to uncover the root causes of operational friction.
- Deep-dive workshops: Get a granular gap analysis, backed by market intelligence, to problem-solve and validate specific infrastructure challenges.
- Future-state design: Implement a tailored "Build, Buy, Borrow, Bot" strategy, including a redesigned work architecture and an investment-grade business case for the C-suite.
why you should work with us
- Proprietary, proven methodology
While others offer bespoke consulting, Randstad Advisory brings a standardized, data-driven engine: the TOMR framework. Our multi-stage process and holistic analysis provide an objective diagnosis that eliminates guesswork, enables data-driven prioritisation and sets the foundation to measure the impact of talent transformation projects within your organization.
- Practitioner's insight, not just a theorist's view
As one of the world's largest talent companies, Randstad manages complex workforces for global clients daily. This provides an unparalleled, real-world understanding of operational realities. Our analyses are grounded in practice, not just theory.
- Unmatched market intelligence
Your business case and future-state design will be enriched by our vast, proprietary data sets on the talent market, supply/demand dynamics and performance benchmarks. This external intelligence, previously unavailable to your internal teams or traditional consultancies, ensures future programs are not just internally consistent but externally competitive.
- A vision for the future of work
Get a forward-looking perspective on the evolution of work. By incorporating concepts around human-AI collaboration and intelligent automation, the designed processes will be future-ready, embedding efficiency and intelligence at their core to create a sustainable competitive advantage.
In his tenure at Randstad Enterprise, David has spent nearly a decade solving customer challenges through discovery workshops and building permanent and contingent solutions. He is particularly passionate about bottleneck analysis and uncovering process inefficiencies. David has a facts-first approach to discovery and enjoys solving complex talent strategy challenges and linking them back to an organization’s commercial goals and objectives. He has more than 12 years experience in talent acquisition organizational design and productivity analysis.
frequently asked questions
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We already have a clear talent strategy; why do we need a talent operating model review (TOMR)?
Many organizations possess a robust statement of intent but struggle with a strategy-execution gap — where legacy processes, fragmented accountability and outdated technology prevent that vision from becoming a reality. The TOMR investigates the internal workings of your organization to ensure your infrastructure is actually capable of sustaining your strategic ambitions.
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How long does the review take, and what is the expected time commitment from our leadership?
A typical holistic engagement is executed over a 10-16 week period depending on scope and size of your organization. During the initial experience review, we conduct deep-dive interviews and workshops with key personas — including the C-suite, HR, talent acquisition team and people managers — to capture the voice of the business. We focus on decision velocity, ensuring the process is rigorous but fast-moving to minimize disruption to your daily operations.
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How does the TOMR specifically help us prepare for the integration of AI and autonomous agents?
The 2026 talent landscape is shifting from a "human + machine" to a "human x machine" synergy. Our diagnostic uncovers agentic readiness by identifying which workflows could be redesigned for AI augmentation and which require uniquely human judgment. Move beyond automating broken processes to designing a truly agile talent organization.
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What data will you need access to, and how is our sensitive information protected?
We typically provide a data wishlist at the start of the project, covering internal talent metrics, process and policy information and technology utilization. While we work with the data available, the more structured and integrated your data is, the more sophisticated outcomes you’ll receive. All engagements are governed by strict data privacy policies to protect your enterprise and workforce.
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Can this review help us build a business case for new technology or other transformation initiatives?
Yes. One of the primary outcomes of the TOMR is an investment-grade business case for the C-suite. By identifying the root causes of efficiency leaks — such as vacancy drag or high administrative burdens on recruiters — we provide quantitative data that can help justify technology upgrades or organizational transformation.
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What is the difference between this review and a standard HR maturity assessment?
While a standard assessment might tell you where you are on a maturity scale, the TOMR provides a tactical redesign playbook. You won’t just benchmark your practices; we’ll cocreate a future-state model that provides clear accountability and a road map for immediate implementation.
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Does the review cover our contingent workforce, or is it only for permanent employees?
A total talent approach ensures that your contingent supply chain is audited alongside your permanent workforce. You’ll learn if your operating model treats skills as a universal currency, allowing for seamless mobility and smarter decision triage between hiring a human, a contractor or deploying an AI agent.
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What happens once the diagnostic is finished?
You’ll get a future-state design report and a C-suite presentation. From there, we can provide SME consultants and change specialists to assist with the actual implementation of the new model, ensuring that the transition from current-state to future-state is seamless and results in measurable performance gains.
are you ready to transform your talent operating model into a strategic asset?