A curriculum for founder-led agencies and executive search boutiques: CVs screened against your scorecards, interview notes turned into client-ready summaries, and the pipeline reporting that eats Friday afternoons — automated.
The foundation day happens on-site in Tallinn, before any industry-specific work: we audit how each team works, map the right Claude tool to each person, then set it up — so everyone leaves with a setup matched to their role.
The team splits into delivery/sourcing, client-facing and back-office tracks. Each consultant configures a Claude Project with their outreach tone, scorecard criteria and client communication style — so every draft sounds like them, not like AI. Labs run on your real live roles and real scorecards.
Claude scoring applications against the scorecard you actually use — structured shortlist output, reasons per candidate. Hard rule: AI ranks, consultant decides. No auto-rejection without human review.
Record or paste interview notes → structured candidate summary and client-ready assessment write-up in your house format, ready to review and send. Eliminates 45 minutes of note-writing per interview.
Claude Project loaded with the consultant's tone and writing samples: headhunting messages personalised from the candidate's actual profile — reviewed and sent by the consultant, never auto-fired.
Research briefs and longlist drafts assembled from your database and public sources — so search starts from a structured draft instead of a blank page. Consultant adds judgment on top.
In the labs, each desk builds reusable Claude Skills and Cowork workflows on its own live roles. No coding required — a Skill is a plain-language file that captures how your desk wants the job done, and Cowork runs the multi-step version on your files:
Each consultant runs one live role end-to-end with the new setup — intake to shortlist — during a normal week, logging time-to-shortlist before and after. The review session tunes scorecards and kills any prompt that produced a bad ranking.
Each desk demos what it built. Named owner, one metric each — time-to-shortlist, screening hours per role, write-up turnaround. Handover pack: prompts, Claude Projects, Skills, Cowork workflows, scorecard templates, and the human-review policy documented.
The problem and the tooling, in recruiters' own words on Reddit:
"One of them mentioned receiving more than 500 applications for a single job opening within just 48 hours of posting it."
The volume problem this curriculum attacks: triage at that scale either eats consultant days or gets automated with the consultant still in charge.
Read the thread →"I've been trying to find different AI tools to help hack productivity… pre-screening candidates & candidate reports, meeting notes…"
A working recruiter's stack survey — pre-screening, candidate reports and note-taking are exactly the three labs in Module 2, built on your own data instead of another SaaS subscription.
Read the thread →"Keen to hear if anyone has come across AI tools that have significantly improved your workflows — headhunting or sourcing, scheduling interviews, analysing interview outcomes."
The agencies that install it first get the throughput edge.
Read the thread →Public posts by working recruiters on Reddit, quoted as community evidence — not Soch clients, not Soch results. We'll publish Tallinn cohort results as agencies complete the programme.
One on-site day in Tallinn — the Week-1 foundation on its own. Firms of 1–50 people.
All four weeks of this curriculum — foundation day plus the HR & recruitment build labs, brief and demo day. Firms up to 100.
Flat, per-company pricing — no day rates, no scope creep. You get the exact figure on the scoping call, before you commit to anything.
Book a scoping call