Talent Acquisition Track
A 60-day program that takes you from beginner to REVO Certified Talent Acquisition Specialist. You fill two roles from intake to offer, one with a flood of applicants and one you have to hunt for, and you build the documents recruiters are judged on.
- Beginner level
- Self-paced, 60 days
- $169 one-time
Built for people who read people well
This track trains you for entry-level recruiter and sourcer roles, with a staffing agency focus: intake, sourcing, screening, interviews, offers and client updates. It also covers the HR operations basics that small companies ask recruiters to help with.
- Total beginners who want a first remote role
- People with a little sales, customer-facing, admin or HR experience
- Anyone curious about people and comfortable writing to strangers
- Learners in Africa first. We open globally after the first intake graduates
What you need
- A laptop or desktop from day one.
Sourcing candidates can't be done on a phone. - Steady internet, a backup and a quiet space.
You record screening and offer calls. - 1.5 to 2 hours a day.
You choose when. The schedule suggests a pace. - Clear English and sound judgment.
Admissions includes a writing test and a judgment exercise.
You learn it by filling the roles
Every module produces real work
You build what a recruiter gets judged on: a job brief, a Boolean search string, a sourced pipeline, an outreach sequence, a candidate submittal and an offer pack.
Two searches, start to finish
You work as a recruiter at a fictional remote staffing agency. One client needs four customer support agents and gets a flood of applicants. The other needs one senior designer who has to be found. You run both at once.
Free tools, real limits
Sourcing is taught on a free LinkedIn account and Google X-ray search, because that is what a new recruiter starts with. You never need a paid sourcing tool.
Practice is simulated. Outreach, screening calls, reference checks and offer negotiations run against a bank of fictional candidates and AI roleplays. You never message real people as coursework.
15 modules. Two searches. 60 days.
Each module has lessons, a lab, a quiz and an AI exercise. Open a module to see what you learn and what you build.
M0 Welcome and Remote Readiness Days 1-3 · 7 lessons
Get set up to learn and work remotely, and meet the agency you'll recruit for.
- The recruiting roles you can be hired into, and how each one gets paid
- A workstation that meets remote employer standards, with backup power and internet
- Every free account the program needs, including a professional LinkedIn profile
Lab: workstation self-audit, a reviewed LinkedIn profile and all your accounts created.
M1 How Hiring Works Days 4-6 · 7 lessons
Learn the hiring funnel, who does what and what recruiters are measured on.
- Every stage a role goes through, from intake to start date
- Each person in a hiring process and what they decide
- Funnel conversion and the core recruiting metrics
Lab: work out the full funnel for a role from a set of numbers, then say where it is broken and what you'd fix.
M2 Intake and Job Briefs Days 7-10 · 8 lessons
Get a brief good enough to hire from.
- Running an intake meeting that produces a real brief
- Separating must-haves from nice-to-haves, and benchmarking pay
- Writing a job description and a job ad that attract the right people
Lab: run a recorded intake with an AI hiring manager, then produce the brief, candidate persona, job ad and hiring plan for the support agent role.
M3 Sourcing Days 11-16 · 11 lessons
Find candidates other recruiters miss, without paid tools.
- Boolean search strings that return relevant people
- Sourcing from LinkedIn, Google X-ray, global and African job boards, portfolios and communities
- A sourcing plan with daily targets and a tracked pipeline
Lab: source 40 qualified candidates for the senior designer role, with your Boolean strings documented, channels tracked and everything logged in a tracker.
M4 Outreach and Candidate Engagement Days 17-20 · 8 lessons
Get replies from people who weren't looking for a job.
- Outreach messages that give a stranger a reason to reply
- A follow-up sequence that stops before it becomes spam
- Selling a role honestly, including the parts that aren't great
Lab: write a four-touch sequence for the designer role, send it in a simulation, then handle 10 AI-roleplay replies. Two of them are hostile.
M5 Screening and Assessment Days 21-26 · 11 lessons
Decide who moves forward, and be able to defend every call.
- Screening CVs against a scorecard, with the evidence written down
- A structured screening call and a submittal a hiring manager trusts
- Fair assessments, and spotting fraud, exaggeration and real red flags
Lab: screen 25 CVs against a scorecard, run five AI-roleplay screening calls, then write three submittals and five rejections.
M6 Interviews and Coordination Days 27-29 · 7 lessons
Run the middle of the process so nothing stalls and nobody is confused.
- Designing an interview loop that answers the real questions
- Scheduling across time zones and interview panels
- Preparing candidates and interviewers, then running a decision debrief
Lab: build the interview kit for both roles, schedule a three-person panel across three time zones, then run a debrief with AI playing two interviewers who disagree.
M7 ATS and Recruiting Tech Days 30-36 · 17 lessons
Run a pipeline in an applicant tracking system (ATS) and learn the tools recruiters are hired for.
- Setting up a job, pipeline stages and candidate records in two ATS platforms
- How Greenhouse, Lever and Ashby work, studied from their public documentation
- Mapping any new ATS onto the same seven concepts in under an hour
Lab: run both roles in Zoho Recruit and a Google Sheets pipeline with 40 candidates, rebuild one role in a Workable trial, then complete a comparison sheet for Greenhouse, Lever and Ashby.
M8 Offer, Closing and Handoff Days 37-40 · 8 lessons
Turn a yes from the hiring manager into a signed, started hire.
- Reference and background checks done properly
- Structuring and delivering an offer, and handling negotiation and counter-offers
- Keeping a candidate warm from signature to first day
Lab: run two reference checks by AI roleplay, build an offer for each role, deliver an offer call where the candidate holds a counter-offer and produce the handoff pack.
M9 HR Operations Basics Days 41-44 · 10 lessons
Handle what happens after the hire, where small companies ask recruiters to help.
- Employment types, contractor and employee arrangements, and cross-border hiring
- An onboarding workflow and clean employee records
- Leave, documentation and offboarding, and where your job ends and a lawyer's begins
Lab: build the onboarding pack for the support agent hire: contract checklist, 30-60-90 plan, records folder, leave tracker and offboarding checklist.
M10 Compliance, Ethics and Candidate Care Days 45-47 · 8 lessons
Hire fairly and legally, and treat candidates like people.
- Discriminatory practice, and the questions you cannot ask
- Handling candidate data under GDPR-style rules and Kenya's Data Protection Act
- The ethics line: no candidate fees, no fake jobs, no misrepresentation
Lab: audit a hiring process with 12 planted legal and ethical problems, and write the fix for each.
M11 AI in Recruiting Days 48-51 · 10 lessons
Use AI across the hiring funnel, and catch what it and candidates are faking.
- AI for briefs, job ads, Boolean strings, outreach, summaries and reports
- Screening with AI safely, knowing the bias and legal limits
- Detecting AI-assisted candidate fraud and verifying identity
Lab: run one role through your AI assistant end to end, log every error by type and write a one-page AI hiring policy.
M12 Metrics, Reporting and Pipeline Management Days 52-53 · 6 lessons
Report honestly and manage several open roles without dropping one.
- A weekly pipeline report a client or hiring manager trusts
- Diagnosing a stuck funnel from the numbers
- Prioritising across several open roles
Lab: produce two weekly reports from pipeline data, one for a healthy role and one for a failing role, with a recovery plan.
M13 Capstone: Fill Two Roles Days 54-57 · 5 lessons
Run two searches end to end and show the work.
- A volume role and a hard-to-fill role at the same time
- A brief change, a drop-out and a difficult hiring manager
- A portfolio built from your real work
Graded on the REVO recruiting scorecard. Pass mark 75. AI use is allowed, as on a real job, and you disclose where it helped.
M14 Career Launch Days 58-59 · 10 lessons
Turn the certificate and portfolio into recruiting work.
- A recruiter CV, LinkedIn profile and anonymised portfolio
- Recruiting interviews, including role-plays and metrics questions
- Agency pay structures, freelance sourcing work and avoiding scams
Lab: your final CV, LinkedIn profile, portfolio and a recorded mock recruiting interview.
D60 Final exam and certification Day 60 · 60 questions
A timed, 90-minute exam of 60 questions drawn from a larger bank. Pass at 80% and meet the certificate rules below, and your REVO certificate is issued.
Your final test is two open roles
Four days running two searches at once. Applications, candidate replies and hiring manager messages arrive on a schedule. Candidate calls run as AI roleplays that you record and submit.
- A volume role with a flood of applicants
- A scarce role you have to source
- A hiring manager who changes the brief
- A finalist who takes a counter-offer
- A candidate who fails verification
- Pass mark of 75 on the recruiting scorecard
The REVO recruiting scorecard
Eight things reviewers check across both searches.
- Brief quality
- Sourcing quality
- Outreach
- Screening rigour
- Submittal quality
- Process management
- Candidate care
- Compliance and data
Some errors fail the capstone outright: ghosting a candidate who reached interview, misrepresenting the pay or the role, asking a prohibited question, sharing candidate data with the wrong client, or submitting a candidate you never spoke to.
The tools on your CV when you finish
You create your own accounts with your own email. Every tool runs on a free plan or a free trial, and we tell you which day to open each trial.
Deep tools
You run real recruiting work in these.
Working knowledge
You complete the core tasks so you can pick them up fast on the job.
The big ATS names
These platforms have no self-serve accounts, so you study them from the vendors' own help centres and learn what you can honestly claim on a CV.
Product names belong to their owners. REVO is an independent training provider and is not affiliated with, sponsored by or endorsed by these companies. Free plans and trials are set by each vendor and can change. All labs use fictional companies and fictional candidates.
How you earn the certificate
Your final score is weighted across four kinds of work. Practical work counts for most of it.
| What | Pass rule | Weight |
|---|---|---|
| Module quizzes | 80%, three attempts | 20% |
| Labs and graded assignments | Submitted and scored | 30% |
| Capstone searches | 75 or higher | 35% |
| Final exam | 80% | 15% |
About external certifications. The roles this track targets don't require one. The Career Launch module gives you an honest guide to the paid HR and sourcing options, such as SHRM, CIPD and AIRS, so you can decide for yourself. REVO does not prepare you to sit those exams.
About HR and legal work. You learn HR operations basics and hiring compliance so you know the rules and where a recruiter's job ends. The certificate does not qualify you to give HR or legal advice.
REVO Certified Talent Acquisition Specialist
To earn the certificate you need:
- All 15 module quizzes passed
- All graded assignments submitted
- A capstone score of 75 or higher
- A final exam score of 80% or higher
- An overall weighted score of 80% or higher
Distinction is awarded at 90% overall.
Apply for the Talent Acquisition track
Applying is free and takes about 10 minutes. The fee is $169, paid once, after you're accepted.