Map before widening the funnel
More CVs do not solve a poorly calibrated role. Start by estimating where relevant profiles sit, which titles they use and how narrow the must-have combination really is.
- Target companies
- Equivalent titles
- Candidate-pool size
Test location assumptions
Location can be the single biggest constraint. Compare the target city or country with nearby or remote alternatives before concluding that the talent does not exist.
- Local concentration
- Regional alternatives
- Remote feasibility
Separate required evidence from preferences
Long requirement lists can eliminate candidates who would perform well. Distinguish evidence required on day one from capabilities that can be learned after joining.
- True must-haves
- Trainable skills
- Adjacent backgrounds
Use mapping to redesign the search
The result should change the hiring plan when necessary: compensation, title, location, target companies or seniority.