Independent Talent Intelligence for Confident Hiring Decisions

At JDF Solutions, we provide candidate insight, research, and intelligence to support executive search firms, investors, and high-growth technology businesses in making confident senior hiring decisions.

We focus on uncovering hidden leadership and specialist talent and presenting them in a way that strengthens decision quality throughout the hiring process.

1. Talent Market Mapping

Understand what talent actually exists before you commit.

Comprehensive, structured candidate research that highlights where relevant talent exists, how they think about opportunities, and what evidence matters most when you engage them.

Typically used when:

Defining or refining a senior or business-critical role
Testing whether expectations match market reality
Advising clients on role scope, level, or location

What’s included:

Mapping of relevant companies, competitors, and adjacencies
Identification of active and passive talent pools
Market insights on availability, seniority, and movement
Observations on role calibration and feasibility

Outcome: Clear visibility and grounded expectations before decisions are made.

2. Candidate Research & Longlisting

Structured, objective research that strengthens pipelines.

Decision ready pipelines of both passive and active professionals aligned to your brief, supported by candidate-level insights that help you prioritise quality over volume.

Typically used when:

Supporting retained or confidential searches
Strengthening early-stage pipelines
Providing independent validation alongside search partners

What’s included:

Targeted identification of relevant candidates
Verified background and career context
Role-relevant notes on experience and positioning
Diversity and representation insights where appropriate

Outcome: A credible, well-researched longlist you can trust not just names on a spreadsheet.

3. Candidate Intelligence & Insight

Independent conversations that add real insights.

Actionable insights into how candidates think, what motivates them, and how they assess opportunities — supporting smarter positional and offer decisions.

Typically used when:

CVs look strong but confidence is lacking
Roles are business-critical or high-risk
Clients need deeper insight before progressing

What’s included:

Structured, role-relevant candidate conversations
Insight into motivation, decision drivers, and alignment
Clear, objective feedback not advocacy

Outcome: Stronger conviction and better decisions, whether hiring directly or advising clients.

4. Decision Support & Advisory

Independent insight at the point decisions matter most.

This engagement focuses on helping clients and search partners make confident calls which are grounded in evidence, not assumption.

Typically used when:

Final decisions feel uncertain
Stakeholders need independent perspective
Risk needs to be reduced before commitment

What’s included:

Review and synthesis of research and conversations
Independent perspective on options and trade offs
Clear decision support, without bias or agenda

Outcome: Clarity, confidence, and alignment at the point of commitment.

How engagements typically work

Each engagement is scoped clearly at the outset, with defined outcomes and timelines. While every project is different, all work is underpinned by the same principles:

Independence
Structured research
Clear communication
Respect for confidentiality

Wherever you’re hiring, we help you find senior professionals who are driving growth and innovation not just those who happen to be on job boards or responding to ads.

👉 Get an independent view
or reach me directly at info@jdfsolutions.co.uk · 0207 041 6282