Stress-test a candidate positioning against track record and market
Packaged know-how that tells an agent how to do a job well.
You might say…
“The positioning felt right in my head — this is where I find out if it's actually earned by the work or just aspirational.”
What it does
Takes a candidate problem-type or domain focus plus your track record and pressure-tests it against evidence, market demand, and what must be de-emphasised to commit.
Trigger: Use during the decision sitting to interrogate a candidate direction before committing; needs the gap analysis as context.
I/O: Candidate positioning + track record + market context → stress-test verdict with evidence gaps and de-emphasis requirements flagged
Recognise the problem?
The primitives are the commodity part. The fastest next step is a conversation about composing them into something that works for you.
Start a conversation