Solution Database / Human Resources
Internal opportunity matcher
Employees cannot discover suitable internal projects or learning opportunities. Transparent suggestions based on employee-selected interests and stated requirements.
01The offer
For talent mobility leads at consulting firms, turn voluntary interests, declared skills and open project briefs into opportunity suggestions and interest records. Address the recurring problem: employees cannot discover suitable internal projects or learning opportunities. The value hypothesis is a more complete, reviewable deliverable with less repeated preparation; the pilot must establish whether that benefit is real.
- For
- Talent mobility leads at consulting firms
- Takes in
- Voluntary interests, declared skills and open project briefs
- Delivers
- Opportunity suggestions and interest records
- Message
- Internal opportunity matcher for talent mobility leads at consulting firms. Transparent suggestions based on employee-selected interests and stated requirements. Demonstrate the claim through a voluntary opportunity-matching pilot.
- Lead magnet
- A voluntary opportunity-matching pilot
02How it works
- Capture preferences
- Map required skills
- Explain fit
- Show missing experience
- Let employees express interest
- Track manager-reviewed matches
Workflow
Define buyer-selected criteria, gather authorized opportunity information, apply explicit eligibility rules, propose matches with evidence, let the user review uncertain conditions, save a shortlist and track the resulting conversations or applications. Start with voluntary interests, declared skills and open project briefs and finish with opportunity suggestions and interest records.
AI and people
Extract criteria, normalize opportunity descriptions and explain possible fit. Use explicit rules for hard requirements. Do not invent missing eligibility facts or represent a suggested match as a verified qualification.
Screens
Key screens: Opportunity feed, fit explanation, expression of interest. Open with a filterable opportunity feed and clear fit explanations. Each profile shows source evidence, eligibility conditions and missing information. Keep saved, rejected and needs-review states. Include a deadline or next-action view without hiding the basis of recommendations. In this product, the first view is opportunity feed, followed by fit explanation and expression of interest.
Admin
Editable criteria, dated sources, eligibility evidence, missing-data flags, saved shortlists, rejection reasons, deadline alerts and owner follow-up.
03Market gap
Alternatives buyers use today
Manual research, directories, generic databases, referrals and existing opportunity marketplaces. Differentiate on this specific proposed advantage: transparent suggestions based on employee-selected interests and stated requirements. Test it against the buyer's current method on the same task. Competitor coverage and uniqueness have not been established.
Where this wins
A maintained niche opportunity dataset and documented relevance feedback, supported by relationships with the intended buyer community. For this solution, build around transparent suggestions based on employee-selected interests and stated requirements. This advantage requires execution and accumulated customer trust; the base model alone is not a defensible asset.
04Why now
Human Resources teams are adopting AI for exactly this kind of repeatable work, and the cost of language and vision models has dropped far enough that a narrow, reviewed workflow pays back quickly. The buyer already feels the problem: employees cannot discover suitable internal projects or learning opportunities.
05Proof & signals
Channels where buyers gather: Talent mobility consultancies. Metrics that prove it works: Employee interest, manager-approved placements.
Paid pilot
Produce a small shortlist and ask the buyer to verify fit independently. Record why each option is accepted or rejected and whether it leads to a useful next step. Review missed eligible options too. For this solution, use voluntary interests, declared skills and open project briefs and evaluate opportunity suggestions and interest records. Agree success thresholds with the buyer before starting; collect a baseline for employee interest, manager-approved placements. A positive signal is payment and repeat use with acceptable quality and delivery cost, not a favorable demo reaction alone.
06Execution plan
MVP
Begin with talent mobility leads at consulting firms and one recurring use case. Build the first two modules: capture preferences; map required skills. Provide operator assistance for the third module: explain fit. Deliver opportunity suggestions and interest records through a manual review queue. Perform other necessary full-scope functions manually during the pilot. Include all applicable access, accuracy and professional-review controls from the start.
First 30 days
Week 1: interview five prospective buyers in this segment: talent mobility leads at consulting firms. Ask to see a recent example of the problem and their current process. Week 2: prepare this demonstration using authorized or synthetic material: a voluntary opportunity-matching pilot. Week 3: present it through talent mobility consultancies and seek one narrowly scoped paid pilot. Week 4: review employee interest, manager-approved placements, total delivery effort and a concrete renewal decision before increasing scope.
After the pilot
After paid pilots establish value, automate the remaining modules: show missing experience; let employees express interest; track manager-reviewed matches. Add one validated source integration, reusable customer configuration and recurring delivery. Expand to additional teams, document formats or languages only after testing the new scope.
Retention
Refresh opportunity profiles, improve criteria from accepted and rejected matches, and offer deeper verification for shortlisted options.
Integrations
Approved HR documents, employee directories and learning records. Permitted opportunity feeds, customer profiles, calendars and CRM exports. Keep initial outreach or applications as user-reviewed drafts. These are candidate integration categories, not verified supported connectors.
07Investment and running costs
| Phase | Scope | Time | Budget |
|---|---|---|---|
| MVP | One buyer segment, one recurring use case; first modules: capture preferences; map required skills. Manual review in the loop. | 3 days | $6,500 |
| Paid pilot | Accounts, roles, review states, audit trail and the first integration, hardened for two to three paying pilot customers. | 4 days | $7,000 |
| Full product | Remaining modules: show missing experience; let employees express interest; track manager-reviewed matches. Self-serve onboarding, billing, monitoring and the wider integration set. | 7 days | $10,000 |
| Total | $23,500 | ||
| Running | Hosting | AI usage | Total a month |
|---|---|---|---|
| MVP and paid pilot (about 3 customers) | $30–$60 | $40–$90 | $70–$150 |
| Full product (about 50 customers) | $110–$210 | $280–$560 | $390–$770 |
Revenue model to test
Test USD 150-600 monthly for one narrow opportunity feed, or USD 750-2,500 for a bespoke researched shortlist. Price manual verification and custom research explicitly. These are pricing hypotheses.
Cost drivers
Source collection, profile updates, entity resolution, eligibility verification, analyst research and customer feedback review.
Safeguards
Keep employee data access explicit and confidential. Use human judgment for personnel decisions and do not infer protected traits or hidden personal characteristics. Validate source access and reviewer availability during the pilot. Maintain customer-level access, data deletion controls and a record of final approvals.
Take it further
Concept proposal expanded from the 315-solution conversation. Demand, pricing, differentiation, build scope and integration feasibility are hypotheses, not verified market findings. Category link is inspiration rather than evidence of business viability.