Awareness
What the employer is building, where and at what scale.
The engine
Four stages, one market at a time, measured end to end.
The same method runs in every market. Each new market is quicker to start, because the profiles, campaigns and pipeline already exist.
01
Map
Count the people in a market who could fill each role, and keep the count current. Every number shows how it was made and when.
Market map02
Warm
Forward employment warming. Put the employer in front of that audience with project news and its people, months before a role is advertised.
Paid social · market notes03
Meet
Bring the crew together in real life. Crew nights and site talks where members meet the founding members' leaders. Then invite people to join the crew and to apply.
Crew nights · community04
Hire
Candidates go into the employer's own ATS with a tagged source, move through agreed stages and are hired against approved openings.
Your ATSMeasured end to end: pool → reached → engaged → applied → screened → interviewed → offered → hired
Stage one · The map
A counted pool, not an estimate.
Raw profile counts are inflated and easy to pick apart. So for every profile in every city we report four nested numbers, each defined well enough to be checked independently.
| Tier | Who is in it | How it is produced |
|---|---|---|
| A · Addressable | Everyone whose current title and location match the profile. | Structured public-profile search across the title variants for each profile, within reach of the seat. |
| B · Qualified | Addressable people who meet the must-haves: years, project scale, signs of progression. | Screened against the written criteria, with a quoted piece of evidence for each one. |
| C · Reachable | Qualified people with signs they might move: tenure, a project ending, a new designation. | Signals, labelled as signals. They show someone might be open to a move, not that they want one. |
| D · Engaged | Reachable people who have engaged with the employer or joined the community. | Consented members and campaign responses. This tier grows every month. |
Dated
Every count has a date and a query
So the number in a proposal can be traced back to exactly how it was made.
Checked
Samples are checked by hand
Each cell gets a hand-checked sample, and we report how many of the matches were right.
Private
People stay as counts
The map holds counts and evidence. Individuals are contacted only through the consented route.
Stages two and three · Warm and meet
The first message is never a job ad.
Campaigns run like a sales sequence. Each audience comes from the map, so the spend reaches only people who could do the work.
Weeks 1–3
Weeks 3–5
Proof
Their people and their work: what juniors learn there and how fast they grow.
Weeks 4–6
In the room
A crew night in the region. The employer's leaders talk about the program, and people meet them face to face.
Weeks 5 on
Ask
Roles shown first to members who have seen and met the employer. Direct outreach to the best fits.
A recruiter calling on behalf of an employer the candidate has seen four times and met in person gets a very different first conversation from a cold call.
Stage four · The pipeline
Candidates go into your ATS. Everyone can see who has them.
We don't replace your applicant tracking system. Every candidate goes in with a source tag, so direct hiring and agency hiring can be compared on the same seats.
| Stage | What happens | Owner | Target |
|---|---|---|---|
| Sourced or engaged | Profile from the map or the community is added to the ATS with its source tag | Sourcing team | Weekly batches |
| Applied or referred | Applications arrive from the job board, the community or a referral | Candidate | Same day |
| Recruiter screen | Short call against the profile's must-haves, notes on a scorecard | Recruiter | 3 working days |
| Hiring manager review | Shortlist with the evidence behind each candidate | Hiring manager | 2 working days |
| Interviews | Structured interview plan for each profile, scheduled by the coordinator | Hiring team | 7 days from review |
| Offer | Approval follows the employer's existing route | Hiring manager, then executive | 2 working days |
| Hired | Hire recorded against an approved opening | Coordinator | On acceptance |
- New sources in the ATS: community, campaign and direct outreach, sitting next to the existing agency sources.
- One job per profile, openings per city, so every hire is tied to approved headcount.
- People who fit later go into a talent pool, not the bin. They are the first call for the next site.
The live view
What the executive and the hiring manager see.
A live dashboard, read straight from the ATS. It shows the funnel by profile and city, direct against agency, and the candidates waiting too long at any stage.
In the map (qualified)
100
Reached by campaigns
72
Engaged or joined
31
Applied or approached
19
Screened
12
Interviewed
7
Offered
3
Hired
2
Direct share of hires2 of 2
Warmed vs cold reply rate3.1×
Past target at a stage2 candidatesHiring manager review