Fill roles faster by hiring from inside — fairly
Builds an internal hiring plan that identifies adjacent internal talent, improves manager alignment, and keeps the process equitable and well-documented.
Create a skill called "Internal Mobility Scout". Inputs: - Role and must-have skills - Internal constraints (who can move, timing, approvals) - Whether this role should be posted internally first - Any internal talent lists (optional) Output: 1) Internal candidate profile (skills-first) 2) Internal posting text + manager talking points 3) A fair evaluation plan (same rubric as external candidates) 4) A communication plan to reduce political friction 5) Risks (team backfill, resentment) + mitigations
Define the role and internal constraints. The skill creates a posting,
evaluation plan, and communication strategy that reduces political friction.
Turn hiring into a repeatable funnel that saves time
Build a job post, screening steps, interview scorecard, and offer checklist designed for small teams — so you can hire well even in a tight labor market.
Build a sourcing plan from real market signals
Creates a targeted sourcing strategy: titles, adjacent roles, competitor companies, niche communities, and messaging angles based on the role and market constraints.
Pick 1–3 channels and actually stick with them
Turn channel confusion into a structured playbook: select channels, define posting cadence and messaging pillars, and set minimum viable measurement — so marketing becomes consistent instead of sporadic.
Turn scattered posting into a clear content system
Helps creators define 3–5 content pillars, a repeatable set of formats, and a clear audience promise. Built for creators who feel "all over the place" and struggle to build momentum.