Talent Acquisition OKRs

Build a qualified candidate pipeline of 200+ vetted professionals across all open roles

Key results

• Source and add 200 pre-qualified candidates to the talent pipeline across 8 priority role families
• Achieve 35% response rate on sourcing outreach messages through personalized multi-channel sequences
• Reduce time-to-shortlist from 14 days to 5 days for new requisitions using pre-built pipeline

Diversify sourcing channels so no single source accounts for more than 40% of hires

Key results

• Launch 3 new sourcing channels (employee referrals, LinkedIn talent pooling, and industry community partnerships)
• Achieve a channel mix where no single source exceeds 40% of total hires
• Reduce cost-per-hire from $4,500 to $2,800 by shifting volume to lower-cost channels

Implement AI-powered candidate matching reducing manual resume screening time by 70%

Key results

• Deploy AI screening tool across all 25 active requisitions with 90%+ accuracy in identifying qualified candidates
• Reduce manual resume screening time from 15 hours to 4.5 hours per week per recruiter
• Maintain or improve candidate quality (hiring manager satisfaction above 85%) with AI-assisted screening

Launch an employee referral program generating 30% of all hires with higher retention rates

Key results

• Design and launch referral program with tiered incentive structure and mobile-friendly submission portal
• Generate 30% of total hires from employee referrals within 90 days of program launch
• Demonstrate 20% higher 12-month retention rate for referred hires versus non-referred hires

Build a diverse candidate pipeline where 50%+ of qualified candidates represent underrepresented groups

Key results

• Partner with 10 diversity-focused professional organizations and talent communities for sourcing pipeline
• Achieve 50%+ of qualified candidate pipeline from underrepresented groups across all open roles
• Implement blind resume screening for all roles removing name, photo, and educational institution from initial review

Deploy a talent CRM managing 5,000+ passive candidates with automated nurture sequences

Key results

• Implement talent CRM and load 5,000 pre-qualified passive candidates segmented by role family and seniority
• Launch automated nurture campaigns with personalized content achieving 25%+ open rates and 5%+ engagement rates
• Convert 15% of nurtured passive candidates to active applicants when relevant roles open

Build a talent intelligence function that maps competitor talent pools and predicts hiring needs 2 quarters ahead

Key results

• Complete talent mapping for 10 key competitors covering 500+ professionals in critical role families
• Build hiring demand forecast model predicting headcount needs 2 quarters in advance with 80%+ accuracy
• Source 20% of hires from mapped competitor talent pools through strategic outreach timing

Increase sourcing team productivity by 40% through process automation and tool optimization

Key results

• Automate candidate outreach sequences, interview scheduling, and follow-up reminders reducing admin time by 50%
• Increase sourced candidates per recruiter per week from 25 to 35 through workflow optimization
• Improve sourced candidate-to-interview conversion rate from 15% to 25% through better targeting

Build a global sourcing capability covering 6 markets with localized strategies and 48-hour pipeline activation

Key results

• Establish sourcing playbooks for 6 key markets (US, UK, Germany, India, Singapore, Brazil) with local channel partnerships
• Achieve 48-hour pipeline activation time for any new requisition in covered markets
• Maintain consistent candidate quality (interview-to-offer ratio above 3:1) across all 6 markets

Launch an internal mobility program filling 25% of open roles with existing employees

Key results

• Launch internal job marketplace with skills-matching algorithm and 48-hour internal posting window before external
• Fill 25% of open roles through internal mobility moves (lateral, promotion, or cross-functional)
• Reduce time-to-fill for internally filled roles to 50% of external hiring timeline

Implement predictive sourcing analytics that identify high-propensity candidates 30 days before they enter the job market

Key results

• Deploy predictive model analyzing 8+ career signals to identify high-propensity candidates with 70%+ accuracy
• Engage 200 predicted-ready candidates per month through proactive outreach 30+ days before typical job search start
• Achieve 3x higher response rate on predictive outreach versus standard passive sourcing

Orchestrate a unified global talent acquisition platform processing 50,000 candidates annually with end-to-end visibility

Key results

• Migrate all 6 regional ATS instances to a unified global platform with standardized workflows and reporting
• Process 50,000+ candidates annually through the unified platform with real-time funnel analytics
• Achieve 95% data accuracy across the global platform enabling reliable cross-market sourcing analytics