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Every open role competes for the same people.
This 12-question assessment shows whether you will attract the right people.
The result shows how the market sees this role, not how you hope it does.
The lowest-scoring categories and what to address first.
Nine categories, each weighted by where searches actually break. Scores run from 1 (major blocker) to 5 (strong market advantage). The weighted average converts to a market readiness score on a 25% to 100% scale.
Planning model, not a guarantee. The weighting reflects nufuture search experience, market judgement and observed points of failure in hiring conversations. It is designed to support discussion and should be calibrated against live search outcomes over time.
Why Role Scope and Hiring Process carry the most weight. The brief is the first filter: it gives people a reason to engage. The process is a very close second because it protects momentum once interest exists. A strong brief and a clean process surface people who were not actively looking and convert passive interest into genuine engagement.
Why Salary sits at 13%. Compensation is cited most often as the reason people decline offers, not as the reason searches fail. Searches fail earlier, at the engagement and shortlist stage. That is where Role Scope and Hiring Process operate. The weighting reflects where market readiness is most often won or lost.
Working Model and Location work together. Working Model measures flexibility. Location measures reach. Distance matters more when onsite attendance is frequent, so the location score adjusts in line with the working model. Fully remote roles are treated as location-neutral because commute distance does not restrict the pool.
| Category | Weight | What it measures |
|---|---|---|
| Role Scope | 22% | Brief quality, ownership clarity, reason to engage |
| Hiring Process | 18% | Speed, decision ownership, stage count |
| Skillset Availability | 15% | Active pool depth in the UK market |
| Salary & Benefits | 13% | Package alignment against current market rates |
| Working Model | 13% | Flexibility requirements vs current expectations |
| Location | 8% | Reach from the nearest relevant talent hub, auto-scored |
| Progression & Appeal | 4% | Career story the role offers |
| Company Reputation | 4% | What people find when they research the business |
| Manager Appeal | 3% | Hiring manager credibility and ability to sell the role |
Formula: weighted score = sum of (score × weight) ÷ 100. Market readiness = 25 + ((weighted score − 1) ÷ 4 × 75). Range: 25% (highest risk) to 100% (exceptional brief, strong market).
Location bands. These are built on over a decade of placing senior people in regulated Life Sciences. They reflect the distances people actually accept, not a formula.
| Working model | Distance in miles |
|---|---|
| Remote | Any distance = 5 |
| 1 day onsite | Under 10 = 5, 10-25 = 4, 26-50 = 3, 51-75 = 2, 76+ = 1 |
| 2 to 3 days onsite | Under 10 = 5, 10-20 = 4, 21-35 = 3, 36-50 = 2, 51+ = 1 |
| 4 to 5 days onsite | Under 10 = 5, 10-15 = 4, 16-25 = 3, 26-40 = 2, 41+ = 1 |
The more days onsite, the less distance people tolerate. Remote roles ignore distance because commute stops being a filter.