Bowditch Consulting | Talent Acquisition & Greenhouse Strategy
Most hiring breakdowns are
process design problems in software clothing.
I audit and rebuild talent acquisition processes for companies that are scaling, entering new regions, or integrating an acquisition, aligning workflows, fixing reporting, and closing the gap between how hiring is designed and how it actually runs.
Former Greenhouse Professional Services Principal Strategic Consultant
Trusted by teams at:
Hiring gets harder as companies scale
Workflows become inconsistent across teams
Approvals slow down decision making
Reporting requires manual alignment
Leadership lacks a clear, reliable view
AI gets layered onto processes that can't support it
Most teams already have the right tools. The issue is how they're configured and used, and AI only raises the stakes: a stable operating model is the precondition for AI to add value instead of scaling the mess.
Who you're working with
If hiring is breaking down as you scale, the fix usually isn't new software. It's someone who can see how your process, your Greenhouse configuration, and your reporting fit together, and rebuild them so they hold. That's the work I do, and I do it myself.
I've worked in Talent Acquisition since 2012 and in Greenhouse for over a decade as a recruiter, team lead, and Head of TA at Sweetgreen, where I rebuilt the Greenhouse instance from the inside while leading the national team. Most recently I spent over four years as a Principal Strategic Consultant in Greenhouse's Professional Services practice, across 65+ enterprise engagements.
2012
in Talent Acquisition since
10+ yrs
in Greenhouse Recruiting
65+
Enterprise engagements
2022
Greenhouse Open Speaker
When you hire me, you get me. The person who diagnoses your hiring operation is the person who rebuilds it.
Selected work
38%
REDUCTION IN TIME-TO-FILL
Cut time-to-fill across a global hiring organization
Problem
A team scaling across 15+ offices was slowed by inconsistent workflows, slow approvals, and reporting no one could trust.
WHAT I DID
Standardized workflows across regions, cut job-stage complexity from 58 stages to 8, and streamlined approvals and governance.
RESULT
Time-to-fill down 38%, reporting leadership could rely on, and stronger alignment across global teams.
65 → 12
users with full admin access
Consolidated four studios onto one global hiring system
Problem
A global interactive entertainment company had grown by acquisition, leaving each studio on its own customized system. Nothing rolled up and no one had a company-wide view of hiring.
WHAT I DID
Led a multi-phase consolidation of four studios into one global instance, getting four proud teams onto a single standard by deciding neutrally whose practices won.
RESULT
Reporting that rolls up across all four studios, full-access admins cut from 65 to 12, and a governed platform ready for analytics.
178 → 14
custom job stages, across 58 countries
Unified two global marketing enterprises onto one system
Problem
Two global marketing companies, 6,000 people across 58 countries, ran completely different Greenhouse stage structures. Reporting couldn't roll up within either company, let alone globally.
WHAT I DID
Separated stage differences that served a real purpose from local naming habits and country-specific legal needs, then designed two standards per region and validated it with a region-representative team.
RESULT
14 standard stages with 12 regional variations, enforced through templates. Two instances became one, and global pipeline reporting is finally possible.
What clients say
“
I've worked with dozens of vendors and implementation consultants, and Joshua is the best I've ever worked with. He knows the ins and outs of Greenhouse, is thorough with his recommendations and the reasoning behind them, and is fast, personable, and professional. Wildly impressed.
Stehl Carriere, VP, Special Projects
Large Ad Agency
“
The team still talks about how great Joshua is, wishing we still had him. He knew the system, knew our process, and got us to the right answer. People wanted more of their team in the meetings just to watch the masterclass he delivered, and he navigated some very sensitive topics so we stayed productive.
Sr. Director, Talent Acquisition
Consumer Delivery Food Brand
“
As a recruiter, Joshua deeply understands recruiting. He brought our two locations and their separate processes into a scalable approach and pointed us to the fixes Greenhouse could offer. Joshua is worth his weight in gold, and I'd recommend any organization spend a little extra for his consulting.
Director, Talent Acquisition
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If this feels familiar, let’s talk.
Book a 30-minute working session to identify where things are breaking down and how to tighten them up.
Work with a former Greenhouse principal strategic consultant with 65+ enterprise engagements.