What goes in. What comes out.
Role title, sector, location, seniority level and any specific requirements or context.
A structured candidate persona including demographics, motivations, deal-breakers, preferred channels, salary expectations, career stage, messaging recommendations and competitor employer analysis.
The problem this solves.
Most recruitment campaigns are designed around what a recruiter thinks a candidate wants, rather than what the evidence says. This leads to job ads with the wrong selling points, outreach messages sent through the wrong channels, and sourcing strategies that fish in the active market when the target audience is largely passive.
A candidate persona brings discipline to the starting point. Before you write a single word of copy, set a sourcing strategy, or spend a pound on advertising, you understand who you are trying to reach — their motivations, their objections, where they spend their professional time, and what message has the best chance of getting a response. It is the difference between targeting and guessing.
Key features.
How recruiters use Candidate Persona Builder.
Who this tool is built for.
Recruiters targeting hard-to-fill roles who want to understand their candidate audience before investing in advertising, outreach or content.
Solo recruiters, recruitment marketers building campaigns, TA managers briefing their teams, agencies preparing client proposals.