Source Strategy

What it works from

• Role requirements and target candidate profile
• Industry and company size
• Preferred hiring locations and geographic flexibility
• Recruitment budget and hiring timetable

What you get back

• Evidence-backed sourcing playbook
• Talent supply heat map and alternative geography assessment
• Market analysis covering pay and competing employer demand
• Hiring window signals and lower-competition talent opportunities across locations and market cycles linked to sourcing priorities and risks with supporting sources for market figures and assumptions clearly distinguished where evidence is limited

Why this is expensive by hand

Hiring plans often rely on familiar locations, employers and channels without a clear view of talent availability or competitive pressure. In practice it shows up as hiring scarce specialist talent: identifies concentrations of relevant talent, named target employers and adjacent candidate pools. The playbook ranks sourcing channels and sets out a competitive proposition for reaching candidates. It is the kind of work that decides whether a recommendation survives scrutiny — and the kind that quietly eats 1–2 weeks of senior time whenever it comes round.

How this Skill produces it

Here the same job runs as a Skill. Your material goes in; evidence-backed sourcing playbook comes out, alongside talent supply heat map and alternative geography assessment. What sits between input and output is the codified method: thresholds, sequencing and the points where a human confirms a call — all of it visible and editable in the Skill. Net effect: 1–2 weeks down to ~15 minutes, no drift between runs, and every conclusion traceable back to the evidence behind it.