— Talent & Leadership
Builds a prioritised shortlist of external roles for someone leaving a business, with company-specific cover-letter angles and interview talking points grounded in transferable strengths and employer priorities.
1–2 weeks → ~25 minutes
For a typical multi-document review workflow
No coding required
— USE CASES
Gives an outplacement adviser a prioritised role shortlist tailored to a departing employee’s experience and preferred working environment. Company-specific application angles make the support concrete and relevant.
Identifies open roles across sectors where transferable strengths provide a credible fit. Explains how that experience connects to prospective employers’ stated priorities.
Provides a clear rationale for prioritising target companies and roles, helping candidates concentrate their effort on opportunities that suit their strengths and needs.
Provides a customised cover-letter angle and interview talking points for each shortlisted company, linking the candidate’s contribution to the employer’s strategy.
— HOW IT BEHAVES
The mechanics behind this specific template — what it reads, what it calculates, and where a human stays in the loop.
All of your org data, role documentation and headcount exports is processed as one set, so patterns across documents surface instead of being read one file at a time.
Current external sources on the organisation in scope are researched during the run rather than recalled from training data, and every source travels with the output.
Findings on the organisation in scope are written up as a document that reads like professional output, with each claim tied back to a role.
Leaving a business often means translating experience into unfamiliar roles and sectors while judging which employers offer the right environment. Supporting an individual departure is the typical trigger — gives an outplacement adviser a prioritised role shortlist tailored to a departing employee’s experience and preferred working environment. Company-specific application angles make the support concrete and relevant. Done properly it is defensible; done at pace it becomes a judgement call nobody can retrace. And "properly" usually means 1–2 weeks of manual work.
As a Skill, the work is already sequenced. You bring the evidence, and the run produces summary of transferable strengths and preferred working environment plus prioritised application shortlist with role and company fit rationale. The judgement is built in — how items are broken up, what standard they are held to, and where the run stops for a human review. The practical effect: 1–2 weeks of manual work becomes a ~25 minutes run, held to an identical standard on the tenth engagement as on the first.
Outplacement & External Targeter exports as a structured SKILL.md file and is MCP-ready, so the same method runs in ChatGPT, Claude, Copilot or your own AI products. Adapt it to your methodology, and the intelligence stays yours — not locked to one vendor.
Builds evidence-backed employee skills profiles within HR systems, mapping documented experience to the organisation’s skills catalogue and assigning proficiency levels using consistent rules.
Assesses how clearly people explain their technical work against a consistent four-level rubric, producing a human-approved report with quoted evidence behind every score.
Reveals how organisational culture is lived through anonymous employee accounts, producing an evidence-backed diagnostic of shared themes, differences between functions and gaps between values and practice.
Turns a high-potential's assessment evidence into an acceleration plan weighted to real experience and exposure, naming the stretch assignments, mentors and programmes that will compound fastest.
Builds a calibrated, reusable benchmark from source material so every later screen, shortlist or review is graded against the same bar.
Screens candidate evidence against a saved Blueprint, applying the same calibrated bar and traceable reasoning to every applicant.
