TALENT MAPPING & HIRING FEASIBILITY
Understand the market behind your next hire.
Before committing to a search, clarify the relevant employer landscape, adjacent talent pools and constraints that could affect the brief. Research should support a decision—not create false precision.
THE DECISIONS IT SUPPORTS
Where to look. What to test. How to proceed.
Employer landscape
A researched view of companies and teams likely to develop relevant experience, with sources and scope limitations made clear.
Practical constraints
Location, working model, role scope and compensation considerations where reliable evidence exists. Unknowns remain explicit.
Feasibility summary
Search difficulty factors, adjacent-market hypotheses and options for launching or refining a search. This is not a forecast of guaranteed hires.
WHAT WE NEED
A business question worth answering.
Share the product milestone, role outcomes, essential skills, team context, location or relocation constraints, compensation parameters and relevant timing. We agree the research question and deliverable before collecting information. Public evidence alone cannot establish a person’s availability, motivation or willingness to move.
ILLUSTRATIVE SAMPLE — NOT LIVE CANDIDATE DATA
Manufacturing Engineering: prototype to production.
Example brief: an engineering-led hardware company needs ownership of production transfer and test-process improvement. The map below illustrates a research structure only. It contains no real candidates, verified market counts or implied client relationships.
Direct pool: complex hardware
Research teams moving electromechanical products into repeatable production. Evidence to seek: production-transfer ownership, process troubleshooting and design-to-build feedback.
Adjacent pool: industrial automation
Test transferability of equipment integration and process validation. Validate product complexity, production volumes and the level of hands-on ownership.
Adjacent pool: precision equipment
Explore reliability, test engineering and supplier interfaces. Validate whether the operating environment and manufacturing model match the brief.
ASSESSMENT & NEXT ACTION
Separate evidence from assumptions.
For each pool, record why it may be relevant, which sources support that view, what remains unknown and which conversations would test it. A candidate assessment then connects demonstrated work to the role outcomes. The next decision may be to launch a search, broaden the geography, adjust the brief or conduct further research.
BUYER QUESTIONS
A few useful answers.
Will this tell us exactly how many people will accept?
No. Research can describe a defined market and its limitations. Availability and interest must be tested through appropriate direct conversations.
Is a custom map included in the first call?
The first conversation establishes the question and fit. A custom research deliverable requires an agreed scope and engagement.
LET’S TALK ABOUT THE WORK
Which hire moves your product forward?
We discuss the role, what makes the hire difficult, relevant market constraints and whether specialist search makes sense. Scope and commercial terms are agreed before work begins.
GLOBALWORKS
Specialist search for robotics, autonomy, advanced hardware and manufacturing. The people behind what comes next.
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