Talent Magnet™
Your roles stay open 60 days. Good candidates ghost after the first interview.
When Job Seekers Have Options, You Lose
Your clinician role has been open for 60 days. You have received three applications. One candidate did not show up to the second interview. Another accepted an offer elsewhere because your timeline moved too slowly.
Your job descriptions read like compliance documents. "Responsible for." "Must have." No vision of what the role offers. No sense of your culture or mission. Candidates do not understand why they should work for you.
Your hiring process is unclear. No defined timeline. Feedback happens late. Candidates assume you are not interested. Your offer letters are generic. Your salary sits below market. Good candidates are choosing your competitors.
What You Get: 11 Talent Attraction Documents
Job Description System
5 to 8 roles written with mission focus, candidate-friendly language, career path clarity
Offer Letter Templates
Professional, competitive, state-compliant, benefits breakdown included
Hiring Process Map
Step-by-step timeline, feedback schedule, decision dates, communication templates
Candidate Evaluation Rubric
Standardized scorecard, weighted criteria, bias reduction, interview consistency
Compensation Benchmarking
Market salary analysis, role-by-role positioning, competitive pay bands
Interview Question Bank
Behavioral questions, clinical scenario questions, fit assessment, legal compliance
Employer Brand Messaging
Your story, mission statement, culture narrative, career development promise
Candidate Communication Templates
Rejection emails, interview confirmations, offer announcements, deadline notices
Onboarding Handoff Checklist
Hiring to people ops transition, first-day setup, manager briefing
Referral Program Design
Staff incentive structure, referral tracking, winner selection, bonus calculation
Hiring Dashboard Template
Pipeline tracking, time-to-hire metrics, cost per hire, hiring plan forecasting
How We Build Your Talent Magnet Hiring System
From competitive positioning to hiring excellence. Here is exactly what happens and when.
- Current hiring process audit
- Compensation benchmarking
- Candidate experience mapping
- Competitive positioning analysis
- Customized job descriptions
- Competitive offer templates
- Interview rubric & scoring
- Employer brand guide
- Leadership alignment sessions
- Candidate experience testing
- Job description refinement
- Compensation verification
- Hiring team training
- Referral program launch
- Recruiting tools deployment
- First hiring cycle support
- Hiring dashboard delivery
- Process documentation
- Ongoing metrics tracking
- Program updates & refinement
What Changes After Talent Magnet
Job Descriptions Attract, Not Repel
Your jobs speak to mission. Candidates understand the role, the impact, and the culture. Applications come from qualified, interested people who want to work for you.
Your Process Has a Timeline
Candidates know when to expect feedback. They know when a decision will be made. Your hiring moves in 3 to 4 weeks, not months. People accept your offers.
Your Offer is Competitive
You know market rates. Your offers reflect compensation benchmarking. Candidates see value. Good people accept your jobs instead of moving to competitors.
Your Team Stays Engaged in Hiring
Your referral program works. Your staff recommend candidates. Your hiring pipeline stays full. Roles close faster. Your team culture is strengthened.
Is This the Right Program for You?
This Is For You If:
- Your roles stay open longer than 45 days
- You lose qualified candidates to slow hiring processes
- Your job descriptions do not reflect your mission or culture
- You do not know competitive salary ranges for your roles
- Your hiring process is inconsistent between positions
- You want to maximize internal referrals
This Is Not For You If:
- Your primary challenge is keeping people, not finding them
- You need external recruitment agency services
- You require immediate placement or contract staffing
- You have fewer than 15 employees
- Your roles close in under 2 weeks
How Talent Magnet Works
Diagnostic
We review your current job descriptions, hiring timeline, offer materials, and compensation data.
Match
We identify your priority roles. We conduct compensation benchmarking. We assess your employer brand.
Build
We rewrite your job descriptions. We create your hiring process map. We design your referral program and candidate communications.
Launch & Support
We train your hiring team. We pilot your new process with your next open role. We provide 30 days of support.
"Our job descriptions now reflect who we are. Our hiring timeline is clear. Candidates understand the opportunity. We are closing roles faster and getting better fit hires."
Jennifer Chen, Director of Human Resources
Explore the Candidate Spotlight series to see profiles of exceptional professionals already vetted and placed by TWF. Or see roles we're currently filling across HHS organizations in our service areas.
The 18-Month PlacementCare™ Guarantee
When we place a candidate through the Talent Magnet program, we do not walk away. Every PlacementCare™ placement is monitored through TWF’s Workforce Emotional Index™ (WEI™), a proprietary checkpoint instrument that measures employee engagement, alignment, and flight risk at 30, 60, 90, 180, 365, and 540 days. We catch problems before they become departures. If a placement does not succeed, we replace them. No additional cost. No fine print.
The industry standard is 90 days. We guarantee six times that.
Ready to Fill Your Roles Faster?
Investment begins at $3,399. Custom scoping based on organization size and complexity.
