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Find and Scale Top Talent Acquisition

Find and Scale Top Talent Acquisition

Struggling to source hires fast and avoid screening dozens of poor fits? Find candidates from the right growth-stage companies and route fit-ready talent at scale.

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If you're a high-growth startup that needs to source talent quickly while filtering for true fit, this template helps you find candidates who worked at target companies during specific growth windows and surface only those who match role, location, and experience criteria. It reduces manual sifting by combining company growth dates, people enrichment, experience filters, and AI prompts to evaluate fit at scale.

  • Add targets & growth windows: enter the companies you want to target and the period when their growth started and ended so candidates can be matched to those hyper-growth years.
  • Find people & enrich: use the CPJ 'find people at these companies' enrichment, toggle 'include past experience' to capture current and former employees, and pull person fields like first/last name, title, and location.
  • Link company dates & compute experience: lookup company growth dates from your high-growth companies table, compute total years of experience (use a formula), and filter by desired experience range and locations/titles.
  • Evaluate growth-phase fit & segment: run prompts to check whether a candidate’s employment period overlaps the company’s hyper-growth years and to assign them to segments (SMB, mid-market, enterprise) for recruiter routing.
  • Analyze movement persona & craft outreach: use a prompt to identify movement personas (optimizer, scaler, builder, transitioner, hybrid operator), then generate personalized outreach emails and vary opening lines before pushing candidates into your sequencer.

When you finish, you’ll have a reusable template that outputs scored, segmented candidates—complete with growth-phase fit, movement persona, and personalized outreach—so your team can source and route the right talent at scale.

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1

Step 1: Find candidates at target companies

Start by inputting the companies you want to target and identifying the period in which their growth started and ended. Using the Find People at These Companies enrichment, you can filter candidates by job title and location to narrow your search. Toggling on Include Past Experience ensures you surface candidates who have previously worked at these companies, not just current employees.

  • Add target companies and define their hyper growth date range
  • Use Add Column → Add Enrichments → Sources → Find People at These Companies
  • Apply filters for job title (e.g. sales) and location (e.g. New York City, San Francisco)
  • Enable Include Past Experience to capture former employees
  • Use Table to Search to look up growth start and end dates from your high growth companies table

This foundation ensures you are pulling a targeted pool of candidates who were present at high-growth companies during their most relevant phases.

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Step 2: Enrich and qualify candidates for fit

Once candidates are pulled in, enrich each person to retrieve their first name, last name, title, and location, then use a formula to calculate their total years of experience so you can filter for the right seniority range. From there, Claude prompts are used to determine when the candidate started and ended at the target company, evaluate whether that employment period overlaps with the company's hyper growth years, and identify which segment — SMB, Mid-Market, or Enterprise — they are best suited for. This allows you to route candidates directly to the correct recruiters without manual review.

  • Enrich candidates to surface first name, last name, title, and location
  • Build a formula to calculate total years of experience and filter for your target range (e.g. 8–20 years)
  • Use a Claude prompt to extract the candidate's start and end date at the target company (defaulting to present if no end date exists)
  • Build a prompt to evaluate whether the employment period overlaps with the company's hyper growth years
  • Use a prompt to determine segment fit — SMB, Mid-Market, or Enterprise — for recruiter routing
  • Build a movement persona prompt to analyze career history and bucket candidates as an optimizer, scaler, builder, transitioner, or hybrid operator

This enrichment and qualification layer ensures only the most relevant candidates advance, with fit signals already attached so recruiters can act immediately.

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Step 3: Generate and send personalized outreach emails

With candidates fully qualified and enriched, a Claude prompt is used to write a personalized outreach email inviting each candidate to consider the account executive role. Candidate-specific fields are pulled in to personalize each message, and the prompt is instructed to vary the opening line so emails do not all begin the same way, improving deliverability and response rates.

  • Build a Claude prompt to write a personalized outreach email for each qualified candidate
  • Use enriched fields such as name, title, company history, and segment fit to personalize the email body
  • Instruct the prompt to avoid opening every email with the same greeting to create variability across messages
  • Push finalized emails into your sequencer for automated sending

This final step ensures every candidate receives a relevant, personalized message at scale — without any manual copywriting required.

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