Feasibility diagnostics for executive search firms. We test a role against the live market before you take the mandate — and we tell you when the answer is no.
Book a Call →Recent live run: 589 profiles scored against six client criteria. Zero passed all six.
Every firm owner has them. The role that looked fillable at intake. The client who swore the comp was competitive. Three months later you've burned a recruiter's quarter on a search that was never fillable as specified — and you found out the expensive way, one rejected candidate at a time.
The information that would have told you was there on day one. Nobody assembles it, because assembling it takes a data pipeline, not a Boolean string.
That's what this is.
A data-built assessment of whether a specific role, in a specific market, at a specific spec, can actually be filled — and what it would take.
For each role we run a census of the live market, build and de-duplicate a candidate corpus, and score every in-geography profile against your client's stated criteria, one criterion at a time. Then we tell you what the data says. Including when what it says is no.
A presentation-ready deck of neutral market intelligence: talent supply against each criterion, where the pool collapses, live demand for the same title, compensation reality against your client's band. Your firm's name and logo on the cover, RecruiterDNA credited underneath as the intelligence partner that built it. Your client sees your firm arrive with a data operation behind it — which is exactly what's happening. Present it as-is or lift it into your own deck.
The same data, interpreted. What each finding means, which criterion is the real bottleneck and how to trade it, what the client will push back on and how to answer, and where the retained argument lives.
The split is the point. The report is the diagnosis. It is not the treatment plan.
Your prospect sees exactly where their hire breaks — real data, honestly reported, nothing softened. What to do about it is the conversation you're in the room to have. You walk in with evidence and walk out with the mandate.
To run a diagnostic you hand us a client's name, their spec, and the market you're working. If your data partner also takes mandates, you've just briefed a competitor. We don't run searches, we don't place candidates, and we never will while we're selling you this. The only thing we do with your market is hand it back to you.
Four steps. One of them is free.
Send the JD. We screen it and tell you whether it's a good candidate for a diagnostic before you commit anything. Broad roles — "management experience, must be a self-starter" — won't produce anything worth showing. Roles with three or more hard, specific requirements will. Those are also the roles that go aged, which is why they're the ones worth diagnosing.
You don't spend a report to start a conversation. You tell your prospect you have a data partner running feasibility diagnostics, and you offer to run one on a role they're considering. Pitch it as often as you like — it costs you nothing.
Only once they've agreed to sit down do we build the report. Your two monthly slots go to booked meetings, not to cold outreach that may go nowhere. Book the meeting, send us the confirmed criteria, and you'll have the report and Playbook within 48 hours of criteria approval.
Report in hand, Playbook in your pocket.
Arrive with market intelligence on a role they haven't posted yet. You're not pitching services — you're already providing one. Different conversation entirely, and you've stepped in front of every competitor waiting for the job to hit the board.
"You're saying Phoenix. Here's what the Phoenix pool actually looks like against these five requirements." Not an opinion you're asking them to trust — a census they can check.
A reason to call someone you haven't billed in two years that isn't "just checking in."
"We weren't getting where we wanted, so I brought in a data partner to analyze the market. Here's what came back." Repositions you from behind to proactive in one meeting.
Most market reports are built to make the market look workable. Ours aren't.
That is not a failed report. That is the most valuable thing a firm owner can walk into a client meeting holding.
No contingent recruiter can fill a role that nobody in the market matches — and now you can prove it, criterion by criterion, before you sign anything.
If a role can't be filled as specified, we will tell you, and that report still uses one of your slots.
That's not a limitation of the product. That's the product.
Won the mandate off the back of a diagnostic? Activate the Delivery File and skip the first three weeks of sourcing.
You see the same raw data we built the report from. Cross-check any claim in the deck against the file. We build it that way on purpose.
Our corpus is built from public professional profiles — LinkedIn, and GitHub where relevant. We don't touch resumes or private databases. What you see is what's publicly discoverable, assembled and scored properly.
This started as a single $3,000 product. That was wrong. Asking a firm to spend three thousand dollars before they've won anything is asking them to gamble — and selling it after they've won is too late to be useful.
So it's split. The part that helps you win is cheap enough to use routinely. The part that costs real money only activates once you've already been paid.
Two reports per month. Price locked for as long as you hold the seat.
Quarterly or annual terms available. Founding seats carry a one-quarter minimum, because onboarding is hands-on and we're building this together.
Extra reports beyond your two are available at a seat-holder rate. Slots don't carry over — two a month, aimed at your two best opportunities.
When these six seats are gone, the price moves and onboarding becomes a separate fee. The lock is permanent for whoever's holding the seat.
Fifteen minutes. Bring a role you're unsure about — ideally one you'd hesitate to take contingent. We'll run the fit check live and you'll see exactly what lands in front of a client.
Book a Call →