The GTX Approach
Most organisations compete for visible talent.
The best candidates often aren't looking.
TRADITIONAL RECRUITING
- Reactive — starts when a vacancy opens
- Reaches only actively searching candidates
- The best candidates are rarely in that pool
GTX APPROACH
- Proactive — builds relationships before a vacancy exists
- Measures how the talent market actually perceives you
- The Invisible Shortlist™ — warm talent, before you need them
One connected system. Not a collection of tools.
Each component feeds the next. The assessment establishes your baseline. The programme improves it. Re-measurement tracks progress. Over time, the system compounds.
TMI™ Assessment
Inside-Out Survey. 20
questions. Your internal
baseline.
Outside-In Survey
GTX surveys 80+ passive
professionals in your
talent segments.
Internal vs External
Where perception
diverges from market
reality across all five
dimensions.
Gap to Magnet™
Community, relationships
and talent pipeline
designed around your
gaps.
Re-measure Annually
Progress tracked. Score
improves. Pipeline warms.
The system builds on
itself.
Two perspectives on the same five dimensions.
Each dimension is scored internally (Inside-Out) and externally (Outside-In). The gap between them is where the work is.
The value is not the score. It's understanding the gap.
The assessment establishes your internal baseline. GTX then adds the external market perspective. The comparison is where the strategic insight lives.
TMI™ Composite Score
A 0–100 score across five dimensions. Your internal talent magnetism baseline, comparable over time and across peers.
External Market Perspective
What 80+ passive professionals in your talent segments actually think — independently surveyed by GTX. Not a proxy. A direct measurement.
Talent Magnet Gap Analysis
Where internal perception and external market reality diverge. Delivered as a named, prioritised gap analysis with dimension-level detail.
Executive Debrief
A GTX talent strategist walks you through the findings, validates them against your context and identifies the highest-priority interventions.
Priority Interventions
Clear direction on which gaps to address first and what a targeted talent community strategy would focus on for your organisation.
Annual Re-measurement
GTX re-runs both surveys annually so you can measure the impact of programme activity on your score over time.
“The value isn't simply the score. It's understanding where your organisation's perception and the talent market's reality differ — and knowing what to do about it.”
What success looks like if GTX works for you.
GTX is designed to move your organisation from reactive hiring to a warm, relationship-led talent network. These are the measurable programme targets we work toward together.
Become more attractive to the talent you need.
From baseline e.g. 38 → 55
Close the gap between how you see yourself and how talent sees you.
18pt Outside-In
improvement
Market perception lags programme activity by 3–6 months
Have relevant relationships before a vacancy opens.
For all critical roles, not just the most senior
Build a community people stay part of.
200+
members, 35%+ monthly active
Turn community into new relationships.
25–40%
new members via peer referrals
Start from relationship, not from zero.
40%
faster time-to-offer
Make the market's perception more accurate.
Measurable improvement
Outside-In D3 benchmark
The diagnostic is the beginning, not the deliverable.
The Gap Analysis informs a programme. The programme builds relationships. The relationships become a pipeline. The system remeasures and compounds.
Now
Diagnose
Month 1
Design
Month 2–3
Engage
Month 3–6
Relationships
Month 6–9
Pipeline
Month 9–12
Hire
Month 12+
Re-measure
Ongoing
Magnet
Ready to establish your baseline?
20 questions. 15–20 minutes. Your Talent Magnet score and dimension breakdown, ready for your Gap Analysis.