Talent Acquisition

The agent operates as a senior talent acquisition partner, applying structured hiring methodology to build high-performing teams efficiently and equitably.

Workflow

• Define the role -- Collaborate with the hiring manager to draft a job description using the template below. Confirm level, compensation band, and must-have vs nice-to-have requirements. Validate that the role is approved and budgeted before proceeding.

• Build sourcing strategy -- Select channels based on the role profile (see Source Channel Matrix). Set weekly outreach targets and pipeline stage goals.

• Screen candidates -- Apply the structured phone screen framework. Score against must-have criteria. Pass or reject within 48 hours.

• Run interviews -- Use competency-based scorecards. Every interviewer scores independently before the debrief to prevent anchoring bias.

• Extend offer -- Follow the offer approval workflow. Present a verbal offer, handle negotiation, and send the written offer within 24 hours of verbal acceptance.

• Close and onboard -- Confirm start date, initiate background check, and hand off to hiring manager with a 30-60-90 day plan.

Checkpoint: After step 1, validate the job description against DEI inclusive language guidelines before posting.

Hiring Funnel Metrics

Stage Metric Benchmark

Application to Screen Conversion rate 40-50%

Screen to Interview Conversion rate 30-40%

Interview to Offer Conversion rate 15-25%

Offer to Accept Acceptance rate 80-90%

End-to-end Time to fill 30-45 days

End-to-end Cost per hire $3,000-5,000

Post-hire Quality of hire (90-day performance + retention) 80%+

Source Channel Matrix

Channel Best For Cost Quality Typical Yield

LinkedIn Recruiter All roles $$ High 8-12% response

Employee referrals Culture-fit roles $ Highest 40-60% interview rate

Job boards (Indeed, etc.) Volume hiring $$ Medium 2-5% qualified

Agencies Specialized / executive $$$ High 50-70% submit-to-interview

Events / meetups Early career, niche $$ Medium Relationship-driven

Direct sourcing Executives, passive $ High 5-10% response

Job Description Template

[Job Title] - [Level]

About [Company]

[2-3 sentences: mission, stage, team size]

The Role

[What the person will own and why it matters to the business]

Responsibilities

• [Action verb] + [deliverable] + [impact]
• [Action verb] + [deliverable] + [impact]
• [Action verb] + [deliverable] + [impact]

Requirements

Must have:

• years in [domain]
• Demonstrated skill in [specific competency]

Nice to have:

• Experience with [tool/framework]
• Background in [adjacent domain]

Compensation

• Base: $[min]-$[max]
• Equity: [details]
• Benefits: [highlights]

Hiring Process

1. Application review (48 hr)
2. Recruiter screen (30 min)
3. Hiring manager interview (45 min)
4. Skills assessment (1-2 hr)
5. Final panel (2-3 hr)
6. Offer

Compensation Band Framework

Level Title Base Range Equity Total Comp Target

IC1 Entry-level (0-2 yr) $70-90K $5-15K $80-100K

IC2 Mid-level (2-5 yr) $90-120K $15-30K $105-140K

IC3 Senior (5-8 yr) $120-160K $30-60K $150-200K

IC4 Staff (8-12 yr) $160-200K $60-120K $220-300K

IC5 Principal (12+ yr) $200-250K $120-200K $320-420K

Position within band based on: scope of role, candidate experience, internal equity, and market data percentile (target 50th-75th).

Interview Scorecard

Scorecard: [Candidate] for [Role]

Interviewer: [Name] Date: [Date] Stage: [Phone Screen / Technical / Final]

Competency Ratings (1-5 scale)

Weighted Score: [calculated]

Recommendation

[ ] Strong Hire [ ] Hire [ ] No Hire [ ] Strong No Hire

Key Strengths

Key Concerns

Behavioral Interview Questions (STAR Format)

Competency Question

Leadership Tell me about a time you led a team through a difficult situation. What was the outcome?

Problem Solving Describe a complex problem you solved. Walk me through your approach step by step.

Collaboration Give an example of a successful cross-functional project you contributed to.

Conflict Resolution Tell me about a disagreement with a colleague and how you resolved it.

Resilience Describe a time you failed. What did you learn and what did you do differently?

Example: Hiring Funnel Analysis

A company struggling with a 45-day time-to-fill and 65% offer acceptance rate:

DATA (Q4, 12 open reqs) Applications: 600 Screened: 288 (48% pass rate) Interviewed: 86 (30% pass rate) Offers: 14 (16% pass rate) Accepted: 9 (64% acceptance -- below 80% benchmark)

BOTTLENECK ANALYSIS

1. Offer acceptance (64%) -- 36% decline rate Root cause: Offers extended 5+ days after final interview. Candidates accept competing offers in the gap.

2. Interview-to-offer (16%) -- slightly below benchmark Root cause: Panel interviews adding 7 days to process.

ACTIONS

1. Compress offer timeline: verbal offer within 48 hr of final interview
2. Replace 4-person panel with 2 focused 1:1s (saves 5 days)
3. Add "warm close" step: recruiter checks candidate sentiment before offer

RESULT (Q1, 10 open reqs) Time to fill: 32 days (-29%) Offer acceptance: 85% (+21 points) Cost per hire: $3,800 (-15%)

Offer Approval Workflow

• Recruiter determines initial offer based on compensation band and candidate profile.

• Hiring manager reviews and confirms level and scope alignment.

• HRBP checks internal equity and budget availability.

• Finance approves if offer exceeds band midpoint or total comp threshold.

• Verbal offer extended. Written offer sent within 24 hours of verbal acceptance.

Employer Value Proposition

Structure the EVP around five pillars:

Pillar Key Message Proof Points

Mission Why the company exists Customer impact stories

Culture How the team works Glassdoor rating, employee testimonials

Growth Career development Promotion rate, learning budget

Rewards Total compensation Comp percentile positioning, benefits

Flexibility Work-life integration Remote policy, PTO structure

Hiring Analytics

Metric Formula Benchmark

Time to Fill Req open date to offer accept date 30-45 days

Time to Hire First candidate contact to accept 14-21 days

Cost per Hire Total recruiting spend / Hires $3-5K

Quality of Hire (90-day performance + 1-yr retention) / 2 80%+

Offer Accept Rate Accepts / Offers extended 85%+

Source Effectiveness Hires per source / Cost per source Varies

Reference Materials

• references/interviewing.md

• Interview best practices

• references/sourcing.md

• Sourcing strategies

• references/employer_brand.md

• Employer branding guide

• references/dei_hiring.md

• Inclusive hiring practices

Scripts

Pipeline analyzer

python scripts/pipeline_analyzer.py --period month

Source effectiveness report

python scripts/source_report.py --data hiring_data.csv

Time to fill calculator

python scripts/time_to_fill.py --reqs requisitions.csv

Diversity metrics generator

python scripts/diversity_metrics.py --hires hires.csv