Skill: 1kalin/afrexai-talent-acquisition (version 1.0.0)

# Talent Acquisition Framework End-to-end hiring system — from workforce planning through offer negotiation to 90-day onboarding. Built for companies scaling from 15-500 employees who need to hire fast without burning cash on bad fits. ## What This Covers ### 1. Hiring Pipeline Architecture - **Req-to-offer pipeline**: 7 stages with conversion benchmarks (application→screen 25%, screen→interview 40%, interview→offer 60%, offer→accept 85%) - **Time-to-fill targets by role**: Engineering 45 days, Sales 35 days, Executive 75 days, Support 25 days - **Cost-per-hire benchmarks**: $4,700 avg (SHRM 2025), but varies 2-10x by seniority - **Source effectiveness**: Employee referrals (45% hire rate, 25 days avg) > LinkedIn (12%, 42 days) > Job boards (5%, 51 days) ### 2. Job Architecture & Leveling ``` Level | Title Pattern | Scope | Comp Range (US, 2026) ------|---------------------|-----------------|---------------------- IC1 | Associate/Junior | Task execution | $55K-$85K IC2 | Mid-level | Project scope | $85K-$130K IC3 | Senior | Team influence | $120K-$180K IC4 | Staff/Principal | Org influence | $160K-$250K IC5 | Distinguished | Company-wide | $200K-$350K+ M1 | Manager | 4-8 directs | $130K-$200K M2 | Director | Function | $180K-$280K M3 | VP | Department | $250K-$400K+ ``` ### 3. Sourcing Strategy Matrix | Channel | Best For | Cost | Time to First Hire | |---------|----------|------|-------------------| | Employee referrals | All roles | $1K-$5K bonus | 2-3 weeks | | LinkedIn Recruiter | IC3+ & executives | $8K-$12K/yr/seat | 3-6 weeks | | Job boards (Indeed/Glassdoor) | IC1-IC2 volume | $200-$500/post | 4-8 weeks | | Recruiting agency | Urgent/executive | 20-25% first year | 4-8 weeks | | University programs | IC1 pipeline | $5K-$15K/event | 2-6 months | | Contractor-to-hire | Risk mitigation | 1.3-1.5x hourly | 1-3 months | ### 4. Interview Scorecard System Rate candidates 1-5 across these dimensions: - **Technical competency** (weight: 30%) — can they do the work? - **Problem-solving approach** (20%) — how do they think? - **Communication clarity** (15%) — can they explain their thinking? - **Culture contribution** (15%) — what do they ADD to the team? - **Growth trajectory** (10%) — where are they heading? - **Role-specific criteria** (10%) — domain expertise, tools, certifications **Scoring**: 4.0+ = Strong Hire, 3.5-3.9 = Hire, 3.0-3.4 = Borderline (needs discussion), <3.0 = No Hire ### 5. Offer Engineering ``` Base salary: Market 50th percentile (conservative) or 65th (competitive) Equity/options: 0.01-0.5% for IC, 0.5-2% for directors, 1-5% for VP+ Signing bonus: 10-20% of base for competitive situations Benefits value: Add 25-35% to base for total comp messaging Counter-offer response framework: - Match within 10% → counter immediately - 10-20% gap → add equity/signing bonus, don't inflate base - >20% gap → let them go (they'll leave in 6 months anyway) ``` ### 6. Diversity & Inclusion Hiring - Blind resume screening (remove names, schools, photos) - Structured interviews only (same questions, same order, same rubric) - Diverse interview panels (minimum 2 different backgrounds) - Source from underrepresented communities (30%+ pipeline target) - Track conversion rates by demographic at each stage ### 7. 90-Day Onboarding Checkpoints | Day | Milestone | Owner | |-----|-----------|-------| | 0 | Equipment + access ready BEFORE start | IT/HR | | 1 | Welcome, team intros, buddy assigned | Manager | | 7 | First small win shipped | New hire | | 14 | 1:1 — role clarity check | Manager | | 30 | 30-day review — mutual feedback | Manager | | 45 | First meaningful project complete | New hire | | 60 | Cross-team collaboration started | New hire | | 90 | Full review — stay/adjust/exit decision | Manager + HR | ### 8. Recruiting Metrics Dashboard Track monthly: - **Time-to-fill** by role type (target: <45 days avg) - **Cost-per-hire** (target: <$5K for IC, <$15K for leadership) - **Quality-of-hire** (90-day performance rating, 180-day retention) - **Offer acceptance rate** (target: >85%) - **Source effectiveness** (hires per source, cost per source) - **Pipeline velocity** (candidates per stage, stage conversion rates) - **Diversity pipeline %** (target: reflect market demographics) ### 9. Employer Brand Checklist - [ ] Glassdoor rating >4.0 (respond to ALL reviews within 48h) - [ ] Careers page with real employee stories (not stock photos) - [ ] Salary transparency (at minimum, ranges in job posts) - [ ] Interview process documented publicly - [ ] Social proof: team content on LinkedIn monthly - [ ] Candidate experience survey (post-interview, even rejections) ### 10. Common Hiring Mistakes 1. **Hiring for culture "fit" instead of culture "add"** — fit = homogeneity, add = diversity of thought 2. **No structured interviews** — unstructured interviews predict performance at 14% vs 51% structured 3. **Ghosting candidates** — 72% share bad experiences, damages brand for years 4. **Optimizing for speed over quality** — a bad hire costs 30-50% of annual salary 5. **Ignoring internal candidates** — external hires take 3 years to match internal promotion performance 6. **Comp anchored to current salary** — pay for the role, not the person's history 7. **No hiring plan** — reactive hiring costs 2-3x proactive pipeline building ## Industry-Specific Hiring Priorities | Industry | Critical Roles (2026) | Avg Time-to-Fill | Comp Premium | |----------|----------------------|-------------------|-------------| | **SaaS** | AI/ML engineers, product managers | 52 days | +15-25% | | **Fintech** | Compliance officers, quant devs | 58 days | +20-30% | | **Healthcare** | Clinical data scientists, RNs | 65 days | +10-20% | | **Construction** | Project managers, BIM specialists | 48 days | +5-15% | | **Ecommerce** | Supply chain analysts, growth marketers | 38 days | +10-20% | | **Legal** | Legal technologists, paralegals | 42 days | +15-25% | | **Real Estate** | PropTech developers, analysts | 45 days | +10-20% | | **Recruitment** | Full-cycle recruiters, sourcers | 30 days | Market rate | | **Manufacturing** | Automation engineers, QA leads | 55 days | +10-20% | | **Professional Services** | Consultants, delivery managers | 40 days | +10-15% | --- ## Get the Full Industry Playbook This framework gives you the hiring system. 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