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.
Create a skill called "Talent Market Map". Inputs: - Role + level + location/remote - Must-have skills/tooling - Target industries (if any) - Comp range (optional) - Timeline urgency Output: 1) Title taxonomy (primary titles + adjacent titles) 2) Skill synonyms and keyword variations (for search) 3) Target company list (by cluster: direct competitors, adjacent, "talent factories") 4) Candidate personas (2–4) with motivators and objections 5) Sourcing channel plan (LinkedIn, referrals, communities, events, alumni, etc.) 6) Outreach angles (5 hooks) aligned to personas 7) Risks and mitigations (thin pool, comp mismatch, remote constraints) Keep it practical and role-specific.
Describe the role and constraints. The skill maps out where your candidates
are, what titles they hold, and how to reach them.
Turn employees into a high-quality sourcing channel
Creates a referral program launch plan with communications, FAQ, process rules, and measurement — so referrals don't die in inboxes or create fairness issues.
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.
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.