Internal opportunity matcher

Buyer

Talent mobility leads at consulting firms

Problem

Employees cannot discover suitable internal projects or learning opportunities.

Format

Transparent opportunity matching and shortlist platform

Also fits

Education; Operations; Sales

USP

Transparent suggestions based on employee-selected interests and stated requirements.

The product

Key screens: Opportunity feed, fit explanation, expression of interest. Open with a filterable opportunity feed and clear fit explanations. Each profile shows source evidence, eligibility conditions and missing information. Keep saved, rejected and needs-review states. Include a deadline or next-action view without hiding the basis of recommendations. In this product, the first view is opportunity feed, followed by fit explanation and expression of interest.

Core functionality

1. Capture preferences.
2. Map required skills.
3. Explain fit.
4. Show missing experience.
5. Let employees express interest.
6. Track manager-reviewed matches.

Customer workflow

Define buyer-selected criteria, gather authorized opportunity information, apply explicit eligibility rules, propose matches with evidence, let the user review uncertain conditions, save a shortlist and track the resulting conversations or applications. Start with voluntary interests, declared skills and open project briefs and finish with opportunity suggestions and interest records.

AI and human review

Extract criteria, normalize opportunity descriptions and explain possible fit. Use explicit rules for hard requirements. Do not invent missing eligibility facts or represent a suggested match as a verified qualification.

What the customer puts in

Voluntary interests, declared skills and open project briefs

What the customer gets

Opportunity suggestions and interest records

Accounts and administration

Editable criteria, dated sources, eligibility evidence, missing-data flags, saved shortlists, rejection reasons, deadline alerts and owner follow-up.

MVP scope

Begin with talent mobility leads at consulting firms and one recurring use case. Build the first two modules: capture preferences; map required skills. Provide operator assistance for the third module: explain fit. Deliver opportunity suggestions and interest records through a manual review queue. Perform other necessary full-scope functions manually during the pilot. Include all applicable access, accuracy and professional-review controls from the start.

After the MVP is validated

After paid pilots establish value, automate the remaining modules: show missing experience; let employees express interest; track manager-reviewed matches. Add one validated source integration, reusable customer configuration and recurring delivery. Expand to additional teams, document formats or languages only after testing the new scope.

Build dependencies

Current source information, explicit eligibility rules, entity identity checks and inspectable fit reasoning. Sparse evidence limits match quality.

Integrations and data access

Approved HR documents, employee directories and learning records. Permitted opportunity feeds, customer profiles, calendars and CRM exports. Keep initial outreach or applications as user-reviewed drafts. These are candidate integration categories, not verified supported connectors.

Defensibility

A maintained niche opportunity dataset and documented relevance feedback, supported by relationships with the intended buyer community. For this idea, build around transparent suggestions based on employee-selected interests and stated requirements. This advantage requires execution and accumulated customer trust; the base model alone is not a defensible asset.

Alternatives and positioning

Manual research, directories, generic databases, referrals and existing opportunity marketplaces. Differentiate on this specific proposed advantage: transparent suggestions based on employee-selected interests and stated requirements. Test it against the buyer's current method on the same task. Competitor coverage and uniqueness have not been established.

Revenue model and test pricing

Test USD 150-600 monthly for one narrow opportunity feed, or USD 750-2,500 for a bespoke researched shortlist. Price manual verification and custom research explicitly. These are pricing hypotheses.

Main delivery costs

Source collection, profile updates, entity resolution, eligibility verification, analyst research and customer feedback review.

Marketing message to test

Internal opportunity matcher for talent mobility leads at consulting firms. Transparent suggestions based on employee-selected interests and stated requirements. Demonstrate the claim through a voluntary opportunity-matching pilot.

Acquisition channels

Talent mobility consultancies

Lead magnet

A voluntary opportunity-matching pilot

The first 30 days of marketing

1. Week 1: interview five prospective buyers in this segment: talent mobility leads at consulting firms. Ask to see a recent example of the problem and their current process.
2. Week 2: prepare this demonstration using authorized or synthetic material: a voluntary opportunity-matching pilot.
3. Week 3: present it through talent mobility consultancies and seek one narrowly scoped paid pilot.
4. Week 4: review employee interest, manager-approved placements, total delivery effort and a concrete renewal decision before increasing scope.

Paid pilot and validation

Produce a small shortlist and ask the buyer to verify fit independently. Record why each option is accepted or rejected and whether it leads to a useful next step. Review missed eligible options too. For this idea, use voluntary interests, declared skills and open project briefs and evaluate opportunity suggestions and interest records. Agree success thresholds with the buyer before starting; collect a baseline for employee interest, manager-approved placements. A positive signal is payment and repeat use with acceptable quality and delivery cost, not a favorable demo reaction alone.

Success metrics

Employee interest, manager-approved placements

Retention and expansion

Refresh opportunity profiles, improve criteria from accepted and rejected matches, and offer deeper verification for shortlisted options.

Operating controls and limitations

Keep employee data access explicit and confidential. Use human judgment for personnel decisions and do not infer protected traits or hidden personal characteristics. Validate source access and reviewer availability during the pilot. Maintain customer-level access, data deletion controls and a record of final approvals.

Investment indication

What it would take to build, from a first MVP to the full product. A planning range to start the conversation, not a quote. Running costs (model usage, hosting, reviewer hours) come on top.

Brand style (concept)