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Research · Explore, Plan

Talent market scan

Establishes whether the people your strategy needs exist, at a price you can pay, in the places you can hire. Frequently the constraint that quietly determines the timeline.

The printable canvas and the handoff into Claude Code are part of a paid plan. See what a plan includes. It needs the Claude desktop app on this machine, and your team and the prompt library already installed in that project — we cannot see your disk, so open it there.

Stage
02 Explore, 04 Plan
Works at
All levels
Maturity
Early startup → Large organisation
Time
A week

What it is

An assessment of whether the people a strategy requires can actually be hired, at what cost and over what timeframe. It regularly identifies the binding constraint on a plan, and regularly does so after the plan has been approved.

Role definition
The specific roles and skills required, at the seniority needed. Generic capability language produces generic and useless answers.
Supply
How many people with the profile exist in the accessible market, and how mobile they are.
Compensation
What they actually cost, from advertised ranges, recruiter intelligence and surveys, benchmarked against what you pay now.
Time to productive
Search, offer, notice and ramp-up combined. Consistently underestimated, particularly for senior and specialist roles.
Competition
Who else is hiring the same people, and what they can offer. Determines both cost and probability.
Plan implications
Whether the strategy is staffable as written, and what changes if it is not — build internally, partner, relocate, or re-sequence.
The mistake people makeIf the intention is to build the capability internally rather than hire it, this is the wrong tool — that is a training and retention question, and the market rate only matters to the extent it determines whether you keep the people you develop.
What it’s forThe strategy needs capabilities you would have to hire, and you do not know if they exist at a price you can pay.
What it’s not forYou are building the capability internally. Then it is a training question, not a market one.

How you run it

  1. Specify the roles preciselyNot "data capability". The actual roles, with the seniority and the specific skills, or the scan returns generic salary data.
  2. Establish market supplyHow many people with this profile exist in the geography, and how actively they move. Job boards, professional networks and specialist recruiters all show this.
  3. Get real salary evidenceAdvertised ranges, recruiter intelligence and salary surveys. Advertised is usually below actual in a tight market.
  4. Estimate the full time to hireSearch, offer, notice and ramp. Six months from decision to productive is common for senior specialists and is rarely in the plan.
  5. Test the plan against the answerIf the plan needs four of a role where three exist within commuting distance, the plan needs changing — build, partner, or relocate the work.

The prompt

Two ways to run it

Run this tool in your own Claude

The short prompt starts your partner against the library on your disk. The long one carries everything with it and needs nothing installed.

🔒 Prompt locked

Everything above is free — what this tool is, what it is for, what it is not for, and how to run it as a workshop. Three tool prompts a month are free with an account; beyond three, and for the printable canvas, it is the paid part.

See plans — from £19 a month

Your playbook

It lands in the earliest stage this tool suits. Move it on the Playbook page.

You’ll need

  • The specific roles and capabilities the strategy needs
  • Locations you could realistically hire in
  • Your actual pay ranges and package

You’ll end up with

  • Availability and salary evidence per role
  • Realistic time to hire
  • Where the plan is not staffable as designed

Runs well with

Acquisition screen and synergy thesisAdjacency mapAI operating model optionsAI opportunity map