talent-mapping

name	talent-mapping
description	This skill should be used when the user asks to "map the talent landscape", "identify talent pools", "find target companies", "competitor mapping", "organizational mapping", "talent pool sizing", "build a talent map", "identify hiring competitors", "map where candidates work", or needs to systematically analyze where target candidates are employed, concentrated, or moving.

Talent Mapping for Recruiting Sourcing

Purpose

Systematically map the talent landscape for a given function, role, or skill set. Identify where target candidates work, how large the available pools are, which companies are competitors for talent, and where geographic concentrations exist. Talent maps inform sourcing strategy by answering: "Where are the people we want, and how do we reach them?"

Core Frameworks

Concentric Circle Model

Organize target companies by relevance in expanding circles:

Circle 1 - Direct Competitors: Companies in the same industry doing the same thing. Candidates require minimal ramp-up.

• Same product category
• Same customer segment
• Same technology stack

Circle 2 - Adjacent Companies: Companies using similar skills in different contexts. Candidates need moderate ramp-up.

• Same technology, different industry
• Same function, different product type
• Same domain expertise, different application

Circle 3 - Transferable Talent: Companies where relevant skills exist but context differs significantly. Candidates need more onboarding.

• Overlapping technical skills
• Similar problem complexity
• Comparable scale/growth stage

Talent Pool Analysis

For each identified pool, assess:

• Size - Estimated number of potential candidates (use LinkedIn headcount data or any other reliable source, company size, team estimates)
• Accessibility - How reachable are these candidates? (Public profiles, community activity, event attendance)
• Fit probability - What percentage likely match the role requirements?
• Competition intensity - How many other companies target this same pool?
• Move likelihood - Are candidates at this company likely to be open to moving? (Growth stage, recent layoffs, compensation gaps)
• Company-size fit - How large is the culture and comp gap between the source company and the hiring company? A candidate at a 5,000-person enterprise joining a 40-person startup faces a different transition than someone moving between two scaleups. Assess: source company size vs. hiring company size, whether the candidate has prior experience at a similarly-sized company, and whether push factors (layoffs, acquisitions, low quota attainment) override the gap. When the hiring company is a startup or scaleup, assign a fit score (High / Medium / Low) to each target company.

Organizational Mapping

Map the internal structure of target companies:

1. Identify the relevant department/team - Engineering, Data, Product, etc.
2. Map the leadership chain - VP → Director → Manager → IC levels
3. Estimate team size - Use LinkedIn headcount, job postings, and engineering blog signals
4. Identify key individuals - Team leads, prolific contributors, conference speakers
5. Note recent changes - New leadership, reorgs, layoffs, acquisitions

Talent Mapping Process

Step 1: Define the Target Profile

Before mapping, clearly define:

• Function - e.g., "Backend Engineering", "Data Science", "Product Design"
• Seniority - e.g., "Senior to Staff level", "Director+"
• Key skills - Technical and domain requirements
• Geography - Target locations or remote preferences
• Scale context - Company size/stage relevance

Step 2: Identify Target Companies

Use multiple signals to build the target company list:

• Direct competitors from market analysis
• Companies with similar tech stacks (check StackShare, BuiltWith, job postings)
• Conference sponsors and speakers in relevant domains
• Open source contributors to relevant projects
• Companies recently funded in the space (Crunchbase, PitchBook)
• Companies with recent relevant job postings (signals team growth)

Step 3: Size the Pools

For each target company, estimate:

• Total employees in the relevant function (LinkedIn company page)
• Breakdown by seniority level
• Growth trend (hiring vs. stagnating vs. shrinking)
• Geographic distribution of team

Step 4: Assess Competitive Dynamics

Analyze the talent market dynamics:

• Which companies are hiring aggressively for similar roles?
• What compensation ranges are competitors offering?
• Are there companies undergoing layoffs or restructuring?
• Which companies have high attrition signals?

Step 5: Identify Entry Points

For each target pool, identify how to engage:

• Community channels - Which conferences, meetups, online communities do these candidates frequent?
• Content channels - Where do they publish? (Blog, Twitter, GitHub, Medium)
• Network channels - Who in your network connects to this pool?
• Direct channels - Are profiles accessible on LinkedIn, GitHub, etc.?

Output Format

A talent map deliverable should include:

1. Executive Summary

• Total estimated addressable talent pool
• Top 5 target companies with rationale
• Key insights and recommendations

2. Target Company Matrix

Company	Circle	Est. Pool Size	Seniority Fit	Accessibility	Priority
Acme Co	1	~45	High	Medium	A
Beta Inc	2	~120	Medium	High	A
Gamma Ltd	3	~200	Low	High	B

3. Geographic Distribution

• Pool concentration by city/region
• Remote work policies of target companies
• Emerging talent hubs for the function

4. Competitive Landscape

• Who else is hiring for this profile
• Compensation benchmarks by company tier
• Employer brand positioning

5. Recommended Sourcing Channels

• Prioritized list of channels with expected yield
• Community and event recommendations
• Content and referral strategies

Tips for Effective Mapping

• Start with known competitors, then expand systematically
• Cross-reference multiple sources - LinkedIn, Glassdoor, Crunchbase, job boards
• Look for signals of movement - Recent layoffs, acquisition announcements, leadership changes
• Consider emerging companies - Startups may have high-quality talent with less competition
• Map alumni networks - Where do people go after leaving target companies?
• Update regularly - Talent maps become stale; refresh quarterly for active roles

Additional Resources

Reference Files

You are stongly encouraged to read the reference files

For detailed mapping techniques:

• references/company-research-methods.md - How to research company structure and team composition
• references/pool-sizing-techniques.md - Methods for estimating talent pool sizes accurately