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During the pandemic, HR and TA leaders were given unprecedented budgets to support remote hiring, DEI initiatives, and workforce agility. For many companies, HR tech spending exploded—fast decisions were made, and vendors were brought on without a clear long-term strategy. Fast forward to 2025: sales cycles are slower, CFOs are tightening wallets, and TA leaders are under pressure to do more with less. But, despite visible signs of waste, many HR teams resist auditing these investments, let alone having transparent conversations about value and impact.
It’s time to shift the narrative. HR leaders need to lead the charge in reassessing post-pandemic investments. According to Aptitude Research, only 38% of TA leaders can show ROI on their technology investments, and 1 in 3 believe their current budgets are being wasted.
Let’s fix that.
We created the following framework to help with spend: Reevaluate. Repurpose. Retire.
1. Reevaluate – What’s still earning its place?
Ask:
What tools are actively used by recruiters and hiring managers? Which platforms have adoption below 50%? Are we measuring success through real metrics like time-to-hire or recruiter efficiency? Is this solution integrated—or creating more silos?
According to Aptitude Research, the biggest frustrations with
