Multi-Role Talent Map Template

A multi-role talent map helps a small team hold several approved hiring questions without pretending that one candidate score fits every role. The map is a planning and review record. It does not decide suitability, interest or availability.

Use a separate lane for each role. A shared source observation can be useful in more than one lane, but the interpretation, owner and next question belong to that lane. This prevents a familiar title or strong first impression from becoming a cross-role verdict.

Set up the map before adding names

Copy this role-lane table. One map should cover a bounded hiring period and a named set of approved roles.

Replace the examples with your own roles. For every lane, identify what is outside scope, who may change the brief and what stops new discovery. Do not launch a lane that has no reviewer or decision owner.

Keep observations separate from fit

The shared register holds what a source says. Role lanes hold the review interpretation. Preserve the source URL or file, capture date and a narrow observation so a later reviewer can tell what was seen.

Never convert a silent profile into a failed criterion. Record supported, adjacent, unknown or contradicted only against an approved role question, and show the source that supports the label.

Assign a primary lane and a next question

A person may be relevant to more than one role. Give them a primary lane so follow-up is not duplicated, then record a secondary lane only when its owner has a distinct evidence question.

The primary lane is a coordination choice, not a label about the person. Reassign it when the role owner changes the map or the evidence answers a material question. Do not send two teams into parallel outreach because a record appears in two lanes.

Copy the operating record

MULTI-ROLE TALENT MAP
Map period / content owner / next review date:

ROLE LANE
Lane ID:
Brief version and role outcome:
Must-haves / preferences / out-of-scope work:
Evidence question for each must-have:
Decision owner / search owner / reviewer:
Discovery boundary and stop condition:

PERSON RECORD
Person ID:
Source or supplied material / capture date:
Shared observation:
Lane interpretation: supported / adjacent / unknown / contradicted
Primary lane / secondary lane:
Focused question to verify:
Contact or next-step owner:
Disposition / decision date / reason:

At each review, close or pause lanes that no longer have an approved role question. Retain the decision reason so a later restart does not turn historical work into current evidence.

Where Talent Summoner fits

Talent Summoner is our product. As verified on 6 September 2026, candidate sourcing can return public-source profiles against one role brief, while candidate ranking can organise supplied CVs against a job description. Neither workflow maintains a cross-role map or makes the lane decision. Use the template as the team's source of truth for owners, questions and next actions.

Create the role lanes first, then add only records with a visible source, a lane owner and a next question.