PBH + TAM-First Sourcing Framework

From Reactive Hiring → Predictable, Repeatable Results, Competitive Advantage

Step 1- Reframe the Role

Convert the job description into a Performance-Based Job Description (PBJD) → define success as outcomes, not a laundry list of skills.

Step 2 - Align on the Ideal Candidate Profile
Confirm the Ideal Candidate Persona (ICP) and critical variables.

Separate must-haves from nice-to-haves. Align early on on compensation, location, WIO/WFH days, and trade-offs.

Step 3 - Map the Talent Pool

Run a TAM analysis in the first 60 minutes → size the talent pool, share results with stakeholders, and set expectations. 

Implement either a scarcity or surplus talent strategy based on the TAM results. 

Step 4 - Launch Targeted Outreach

Craft outreach based on outcomes + motivators, test messaging and refine. Surface bottlenecks & share insights with hiring managers.

Step 5 - Build Reusable Intelligence

Capture insights + talent maps to fuel future searches (not one-offs). Use data-driven insights for competitive advantage.

Step 6 - Onboarding to Impact (90-Day Plan)

Hiring isn’t the finish line - it’s the start.
Ensure every new hire has a structured 90-day plan so the business achieves a faster ROI and the candidate hits their stride sooner.