3XP's Proven Process
PBH + TAM-First Sourcing Framework
From Reactive Hiring → Predictable, Repeatable Results, Competitive Advantage
Step 1- Reframe the Role
Convert the job description into a Performance-Based Job Description (PBJD) → define success as outcomes, not a laundry list of skills.
Step 2 - Align on the Ideal Candidate Profile
Confirm the Ideal Candidate Persona (ICP) and critical variables.
Separate must-haves from nice-to-haves. Align early on on compensation, location, WIO/WFH days, and trade-offs.
Step 3 - Map the Talent Pool
Run a TAM analysis in the first 60 minutes → size the talent pool, share results with stakeholders, and set expectations.
Implement either a scarcity or surplus talent strategy based on the TAM results.
Step 4 - Launch Targeted Outreach
Craft outreach based on outcomes + motivators, test messaging and refine. Surface bottlenecks & share insights with hiring managers.
Step 5 - Build Reusable Intelligence
Capture insights + talent maps to fuel future searches (not one-offs). Use data-driven insights for competitive advantage.
Step 6 - Onboarding to Impact (90-Day Plan)
Hiring isn’t the finish line - it’s the start.
Ensure every new hire has a structured 90-day plan so the business achieves a faster ROI and the candidate hits their stride sooner.
6 steps, 1 system
Fewer surprises, stronger hires, faster delivery.
There’s a well-known concept in computer science known as GIGO, garbage in, garbage out which states that the quality of output is determined by the quality of the input.
The same principal applies when it comes to hiring.
In the case of hiring, you can think of the output as the hiring decision and the input as the candidate data collected influencing said decision.
It’s your job to make the right decision, but it’s our job to provide you with relevant and accurate data to be able to make that right decision.
So, how do we make sure we get the right data?
We've micro niched in .NET for 25yrs, we ask the right questions, conduct standardised assessments and present you with future fit candidates who will help you get where you are going, faster.
How do you make the best hiring decisions? In 60-120 seconds review the top 3 people and with the click of a button shortlist them for an interview, ask for more info, or reject them and tell us why.