Unicorn Talent is a community for recruiting leaders that comes with the tools and processes used across FAANG and F500 companies you can download and use today. Members have access to our slack channel & resource center to get more advanced or custom versions of the tools. Our creators are moderators & contributors who’ve decided to create a place to share our knowledge more freely to our community of peer talent and recruiting leaders.

Recruiting is much more than just filling positions—it’s about building a plan to meet demand that's easily understood and endorsed by executives. Unicorn Talent’s capacity vs demand snapshot too is a simple way to move your headcount plan from a list on the spreadsheet to a strategic management tool you can use to build a team. 

Candidate conversion rates are the primary KPI for measuring hiring volume and throughput, giving recruiting leaders actionable information to diagnose and fix blockages in the interviewing process. Let’s take a look at 6 key hiring funnel conversion rates, their benchmarks, and the key actions you can take to improve your team’s performance.

Creating a great company culture doesn’t happen by accident. It’s the result of intentional decisions, alignment, and processes—and one of the most important tools in this effort is a leveling framework. A robust leveling framework aligns executives on competencies, measures employee contributions, and supports growth. However, doing it poorly or neglecting it altogether can lead to cultural debt that undermines long-term success. While we’ll dive into advanced concepts in future articles, this post covers the basics of what you need to know.

Interview rubrics are one of the most underutilized yet powerful tools in Talent Acquisition. By providing a structured framework for evaluating candidates, they create clarity, consistency, and fairness in the hiring process. Let’s explore what interview rubrics are, why they’re important, how to use them effectively, and the benefits they bring to both the organization and Talent leaders.

The best recruiting teams always know what “yes” looks like before starting a search. Having a clear target creates recruiter efficiency, reduces negative candidate experiences, and minimizes the time hiring managers spend finding the right candidate. Considering that the average interview process consumes 3-5 hours of a hiring manager’s time, avoiding even one unnecessary interview through a proper intake session represents a significant return on investment. Even for repeat openings, intake sessions are crucial for recalibrating expectations.

When candidates consider a new job, their decision boils down to two key reasons: the job is either better today or better for their future. If your recruiting pitch resonates with candidates on just one of these factors, you’ll spark interest and start a conversation. Nail both, and you’re looking at an 80%+ offer acceptance rate—even higher if your market pricing is above the 50th percentile.

Unicorn Talent’s job description framework is more than just a list of tasks expected of future employees. It’s a consolidation of five best practices designed to create an exceptional candidate experience, driving higher funnel conversion rates and stronger hiring outcomes.

The 'Best Choice Problem' is crucial for improving Talent Density. The concepts of this optimal stopping method derive the perfect balance of quality, velocity, and cost per hire.

Successful interviews are much more possible with a deeper understanding of what’s happening from the recruiter’s perspective. We want you to do well. In this article, we’ll cover how to increase the pass-through rates of your recruiter & first hiring manager screens by preparing to answer the things most commonly asked in each.

The preferred resume format built by ex-heads of talent from Venture Capital & FAANG. Use this resume to increase your conversion of applications to first interviews