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The result shows what the market sees, not what you hope it sees.
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 a strong candidate 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 candidates 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 candidates 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 candidate 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 candidate pool depth in the UK market |
| Salary & Benefits | 13% | Package alignment against current market rates |
| Working Model | 13% | Flexibility requirements vs current candidate expectations |
| Location | 8% | Reach from the nearest relevant talent hub, auto-scored |
| Progression & Appeal | 4% | Career story the role offers a strong candidate |
| Company Reputation | 4% | What candidates 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).
| Working model | Distance bands | What it means |
|---|---|---|
| Remote | Any distance = 5 | Location-neutral. Distance does not restrict the candidate pool. |
| 1 day onsite | <10=5, 10-25=4, 26-60=3, 61-90=2, 91+=1 | Longer journeys are more tolerable when the commute is infrequent. |
| 2 to 3 days onsite | <10=5, 10-20=4, 21-35=3, 36-50=2, 51+=1 | Distance becomes a regular weekly barrier. |
| 4 days onsite / onsite | <10=5, 10-15=4, 16-25=3, 26-40=2, 41+=1 | Frequent onsite requirements make commute distance a major filter. |