Requisition Readiness Scorecard

Score your open role across the eight factors that predict a fast, clean hire. See your three biggest gaps before you spend another day sourcing.

How It Works

The broad labor market cooled in June, but healthcare talent is still scarce and the strongest people move in days. When a search drags, the problem is almost never the market. It is the req. This tool scores your open role across the eight factors that decide whether a hire lands fast and clean, then surfaces your three biggest gaps with a specific fix for each.

1

Learn each factor

See what a ready req looks like, why it matters, and how to close the gap before you score it.

2

Score your req

Rate each factor 1-10 based on where your open role actually stands right now.

3

Get your 3 biggest gaps

Your three weakest factors surface with a specific fix for each, ready to act on today.

Instructions: Read the full card for each factor before scoring. The "How to fix" line is your concrete next action. After you score all eight, click the button at the bottom to surface your three biggest readiness gaps. The fix for the broad market cooling is not slowing down. It is tightening these eight things so your req is ready when the right candidate shows up.

1
90-Day Outcome Spec
What The role defined by the outcomes it must produce in its first 90 days, not a recycled job description pulled from the last time you hired for it.
Why A spec built on outcomes attracts the right people and screens out the wrong ones before they ever apply. A recycled description attracts everyone and qualifies no one.
How to fix Write the three results this hire must deliver by day 90, and build the JD backward from those.
How solid is this on your req right now? 5
Big gapLocked in
2
Three True Must-Haves
What The requirement list narrowed to the three non-negotiables that actually determine whether someone can do this job.
Why A role with twelve requirements is a role no one fills quickly. Every extra must-have shrinks your pool, and in a scarce-talent market you cannot afford to shrink it.
How to fix Force-rank every requirement and draw a hard line after the third.
How solid is this on your req right now? 5
Big gapLocked in
3
Approved, Current Comp Band
What A salary range that is signed off internally and benchmarked competitive against this month's market, not last year's.
Why Wages are still climbing about 3.5 percent a year, so a band set last year stalls at the offer stage, right when you can least afford to lose momentum.
How to fix Confirm the range is approved and benchmark it against current comps before you post.
How solid is this on your req right now? 5
Big gapLocked in
4
Locked Interview Loop
What A defined loop: who interviews, in what order, and what each round is testing for, agreed before the first screen.
Why An undefined loop is where good candidates cool off and drop. Every improvised round adds days, and days are what lose finalists in this market.
How to fix Name every interviewer and the single thing their round evaluates before the first screen.
How solid is this on your req right now? 5
Big gapLocked in
5
Calendar Availability Secured
What Interviewers' slots pre-blocked so scheduling does not add days once a strong candidate is in the loop.
Why With strong healthcare candidates off the market in 7 to 10 days, scheduling drag alone can lose a finalist while you wait for a panelist to free up.
How to fix Pre-block two interview windows per week on every interviewer's calendar for the life of the search.
How solid is this on your req right now? 5
Big gapLocked in
6
Screening Knockout Criteria
What The agreed disqualifiers that make a shortlist pre-qualified, so everyone who reaches an interview is already worth the panel's time.
Why Without them, unqualified resumes clog the pipeline and slow every good candidate stuck in line behind them.
How to fix Write the three knockout questions that instantly rule a candidate in or out.
How solid is this on your req right now? 5
Big gapLocked in
7
Decision-Maker Alignment
What Everyone who can say yes agreeing in advance on what yes looks like, so the panel is calibrated before the first candidate walks in.
Why Misalignment surfaces at the offer, the most expensive moment to discover it, after weeks of work and often after a competing offer is already on the table.
How to fix Get the hiring manager and every approver to sign off on the scorecard before sourcing.
How solid is this on your req right now? 5
Big gapLocked in
8
Sourcing Channel Plan
What A named plan for where candidates come from, weighted toward direct outreach rather than posting and waiting.
Why Labor force participation is at a multi-year low, so the best people are not applying. They are being reached. A plan that leans on boards alone misses them entirely.
How to fix List the specific outreach channels and the passive-candidate sources you will work, not just the boards you will post to.
How solid is this on your req right now? 5
Big gapLocked in
Your Personalized Output
Your 3 Biggest Readiness Gaps
These are the three factors holding your req back most. Fix these before you spend another day sourcing. Below each gap is the specific action that closes it.
Already solid

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