Search-Led  Hiring Intelligence​

Stop Guessing. Start Seeing.

Your next hire won’t apply through a job board.

This 2-minute diagnostic helps you identify where visibility is missing in your hiring approach — before interviews stall, offers wobble, or time is lost.

It highlights:

  • Where territory assumptions break down

  • Whether candidate sentiment is helping or hindering progress

  • How current — or outdated — your market view really is

They’re already in conversations—and may never come your way.

Run the Prehire Check 🔍

You can’t hire who you can’t see.

This assessment helps you understand what’s happening behind the scenes before you commit to a hire.

How Prehire Insight Works

Before launching another job ad, understand what may be missing.

① Take the Diagnostic

Answer 9 questions to surface blind spots  across market visibility, offer alignment, and candidate engagement.

② See where friction appears 

Receive instant results showing how each pillar contributes to hiring readiness — and where risk is most likely to emerge before a search begins.

③ Understand the constraint

Your results highlight the area creating the most drag — helping you focus attention where it matters most, rather than reacting late.

④ Decide Your Next Move 

Use the insight to validate assumptions, slow things down, or confirm readiness — before committing budget, time, or internal effort.

​Smarter decisions start with smarter visibility

Check Hiring Readiness 🔎

Most companies react to vacancies.

Market leaders anticipate them.

Unlock Clarity Before You Commit

Prehire Insight changes your vantage point by helping you see where visibility matters most before hiring pressure builds.

What this gives you 

1. See what others miss

Identify how the invisible majority of the market influences outcomes — including competitor activity, reporting structures, and timing dynamics.

2. Verified Territory Data:

Surface insight relevant to your specific territory and function—replacing generic salary guides with real-time competitor structures

3. Signals, not just applications

Understand where sentiment, timing, or hesitation is affecting candidate movement — not just who applies.

4. De-risk your strategy

Sense-check assumptions before expanding, replacing, or restructuring roles.

5. The “no-go” confidence

Confirm when the smartest commercial decision is to delay a hire until the right talent moves—saving the $100k+ cost of a 'forced' wrong hire."