# Recruitment
> Attract talent before you can pay top-of-market.
Source: https://www.visfo.health/launch/lens-recruitment
Tags: Lenses

_Attract talent before you can pay top-of-market._

Brand, content and surfaces that make the company someone wants to join, especially when cash compensation is not yet the differentiator.

## What it is

Early-stage hiring is a brand problem disguised as a recruiting problem. A senior scientist or a staff engineer is choosing between a known incumbent at top-of-market comp and a 12-person company whose website doesn't make a case for why the bet is worth it. The default loss is silent: the candidate just never replies.

The Recruitment lens configures the stack to make the company legible to the people you'd hire if they knew you existed. A talent-ICP per role family, an employer story rooted in the science and the team, channel-native surfaces (LinkedIn founder voice, careers page that doesn't read like HR), and a candidate journey that respects how seriously a senior hire takes the decision.

## How we run it

1. **Frame** — Talent ICP per role family with the 3 reasons a top candidate would say yes and the 3 reasons they'd say no.

2. **Configure** — Employer story chapters owned by founder and team leads, careers surfaces on the Brand spine, channel-native content per role.

3. **Run** — Founder-voice posts, team-led referral cadence, reply triage for inbound interest within 48 hours.

4. **Measure** — Inbound applications per role, time to first conversation, offer acceptance rate vs comp gap to incumbent.

## What you get

- Talent ICP per role family with yes / no reasons

- Employer story in 4–6 chapters with named owners

- Careers surfaces on the Brand variable hub

- Channel-native content cadence (LinkedIn, GitHub, conference)

- Inbound reply playbook with 48-hour SLA

- Quarterly talent review with founder