Strategic Systems ArchitectureHR Tech IntegrationPeople Advocacy
empower your peopleempower your growth
Doing both does not need to be a divided effort. We can help you implement the duality of fulfilled individuals and profitable business.
- 15+ Years Deep ExpertiseHigh-tier enterprise HR systems & procurement network.
- AI Augmentation ReadyModern talent ops & automated lifecycle workflows.
- Strategic Helpline ModelOngoing partner commitment, not a one-and-done plan.
About TRAC Talent
who are we?
In short, we're HR Consultants, but to us that means more than just giving advice. We're strategic partners in procurement, systems integration, and people advocacy. We bring together expertise in HR Technology, HR Strategy, and AI augmentation, —all complimented by key connections in the industry built over 15+ years. If someone knows how to do it, we either are or know that someone.
- 15+ Years Industry Network
- Systems Integration & Tech
- Vendor Procurement Strategy
- People Advocacy & AI Uplift
Leadership Perspective
“Organizational growth is amplified when its people are truly engaged and empowered with the right tools. All people-functions impact revenue growth and stability when the right systems, clear communication, and great leadership coalesce.”
James (J.D.) ConwayPrincipal Consultant & Founder15+ Years Enterprise HR ArchitectureOur 4-Step Methodology
what do we do?
Every company is focused on growth. Our goal is to help you keep that focus by taking HR worries off your hands. What we do is simple, straightforward, and designed to establish long-term maintainability of your company's HR needs. For us, it is not enough to just give you a plan and walk away. We're here to help throughout the entire process, from first contact to routine follow-ups on how things are going. With us, you're not just getting help—you're getting a helpline.
- 01
Discovery & Audit
Step 1 — Assess Needs & Vision
We connect and discuss your current HR needs, including performing assessments if needed, to best understand where you are at in relation to the goals you have.
- Current HR ecosystem audit
- Stakeholder & leadership alignment
- Procurement gap analysis
- 02
Execution & Rollout
Step 2 — Solution & Implementation
Seeing the bigger picture, we propose several solutions and how they'll directly impact your employees and growth. After working out details and adjustments, we kick off and make it happen.
- Tailored solution architecture
- Vendor negotiation & vetting
- Seamless system deployment
- 03
Post-Launch Review
Step 3 — Review & Refine
Once implementation is complete, we review the new HR landscape of your company with you, confirm everything works as intended, and fine-tune whatever needs adjusting.
- Post-launch ecosystem review
- Team training & handover
- Adjustments & fine-tuning
- 04
Continual Helpline
Step 4 — Follow Up & Measure Impact
Down the road, we check back in to evaluate the impact on your people and your growth, and help you plan what comes next as your company scales.
- Scheduled follow-up check-ins
- Impact evaluation against your goals
- Long-term scaling guidance
Tailored Consultation
essential solutions
Every need falls into what we can offer, and each requires a uniquely tailored approach. This is our bread and butter.
Select the solutions you're interested in, and we'll add them to your message.
HR Technology
Evaluate, implement and connect HR systems so your team spends less time on admin.
Ideal if…
- People data lives in disconnected spreadsheets
- Your HRIS doesn’t fit how you actually work
- A system change is coming and feels risky
Often includes: HR tech evaluation, HRIS administration, ATS administration, system integrations
Procurement Strategy
We vet systems and negotiate vendor contracts on your behalf, with room to scale.
Ideal if…
- Vendor demos all start to blur together
- Renewal prices keep creeping up
- You’re unsure a contract will fit as you grow
Often includes: vendor evaluation, procurement and contract negotiation, scalable pricing terms
Cost Analysis & Solutions Synthesis
We turn data from across your talent lifecycle into a clear view of what it costs and what’s working.
Ideal if…
- You don’t know your true cost per hire
- Recruiting spend is hard to justify
- There’s plenty of data but few answers
Often includes: cost-per-hire analysis, compensation and total rewards analysis, HR systems optimization and cost reduction, ROI reporting
Talent Operations
Recruiting that attracts top performers: employer branding, recruitment marketing and AI-augmented talent ops.
Ideal if…
- Key roles stay open for months
- Strong candidates drop out mid-process
- Your employer brand isn’t landing
Often includes: recruiting and TA operations, people operations, employer branding, recruitment marketing, AI augmentation, interview training and selection methods
Workforce Planning
Plan the team you’ll need next, not just the one you have, in line with where the business is going.
Ideal if…
- Hiring is reactive rather than planned
- Headcount and budget don’t line up
- Growth plans outpace your team’s skills
Often includes: HR and workforce planning, function evaluation, skills-gap analysis, headcount forecasting
Performance Management
Performance and talent systems that drive engagement, productivity and organizational excellence.
Ideal if…
- Reviews feel like a box-ticking exercise
- Goals aren’t tied to business results
- Managers avoid the hard conversations
Often includes: performance and talent management, review redesign, goal frameworks (e.g. OKRs), manager coaching
Talent Development
Onboarding, succession planning and upskilling that keep good people growing, and staying.
Ideal if…
- New hires take too long to ramp up
- There’s no clear successor for key roles
- Good people leave to grow elsewhere
Often includes: onboarding programs, career development and planning, succession plans, upskilling paths
Employee Engagement
Build a culture people want to stay in, supported by systems and data that show what’s working.
Ideal if…
- Turnover is higher than it should be
- Survey results never lead to action
- Teams feel disconnected from leadership
Often includes: engagement and communications, satisfaction and retention, organizational behavior and culture, engagement surveys
Start The Conversation
ready to optimize your people & talent ecosystems?
We believe great things start with the right conversations. Send us a message to connect and let's discuss how our procurement planning, our HR tech partnerships, and our systems experts can transform your HR strategy for optimal growth.