Connect global hiring to the work ahead
AI transformation and global expansion can change organizational design, business priorities and critical talent needs. MiraDay combines your goals and team context with public information on AI initiatives, role changes and talent across markets, giving HR and business leaders a basis for assessing capability gaps and critical roles.
Connect global hiring to the work ahead
AI transformation and global expansion can change organizational design, business priorities and critical talent needs. MiraDay combines your goals and team context with public information on AI initiatives, role changes and talent across markets, giving HR and business leaders a basis for assessing capability gaps and critical roles.
Connect global hiring to the work ahead
AI transformation and global expansion can change organizational design, business priorities and critical talent needs. MiraDay combines your goals and team context with public information on AI initiatives, role changes and talent across markets, giving HR and business leaders a basis for assessing capability gaps and critical roles.
Decide where the work should sit
Role design starts with the company's own division of work and capability gaps. HR and business leaders review what existing teams own and where local roles or support from other teams may be needed. MiraDay keeps the agreed role goals, relevant role research and open questions together, giving them a shared basis for deciding responsibilities before recruiting.
Decide where the work should sit
Role design starts with the company's own division of work and capability gaps. HR and business leaders review what existing teams own and where local roles or support from other teams may be needed. MiraDay keeps the agreed role goals, relevant role research and open questions together, giving them a shared basis for deciding responsibilities before recruiting.
Decide where the work should sit
Role design starts with the company's own division of work and capability gaps. HR and business leaders review what existing teams own and where local roles or support from other teams may be needed. MiraDay keeps the agreed role goals, relevant role research and open questions together, giving them a shared basis for deciding responsibilities before recruiting.
Atlas · Company research
Scout · Talent researchBuild a clearer view of relevant teams and talent
Internal role plans also need a view of the external talent market. Atlas researches relevant employers and team responsibilities, while Scout adds people with potentially relevant backgrounds. MiraDay makes the companies and people examined, along with open questions, clear. HR and business leaders can use that limited view to see where relevant experience sits and identify questions to resolve before defining the candidate profile and hiring plan.
Build a clearer view of relevant teams and talent
Internal role plans also need a view of the external talent market. Atlas researches relevant employers and team responsibilities, while Scout adds people with potentially relevant backgrounds. MiraDay makes the companies and people examined, along with open questions, clear. HR and business leaders can use that limited view to see where relevant experience sits and identify questions to resolve before defining the candidate profile and hiring plan.
Build a clearer view of relevant teams and talent
Internal role plans also need a view of the external talent market. Atlas researches relevant employers and team responsibilities, while Scout adds people with potentially relevant backgrounds. MiraDay makes the companies and people examined, along with open questions, clear. HR and business leaders can use that limited view to see where relevant experience sits and identify questions to resolve before defining the candidate profile and hiring plan.
Define the role through the work
A familiar title can describe different work across markets: entering a new market, building a local team, leading an established business or supporting local delivery. Bring together each market's business goals, existing team responsibilities and local talent context. HR and business leaders can then define the role's expected outcomes and responsibilities, distinguish essential experience from preferences and agree on a profile tied to the work.
Define the role through the work
A familiar title can describe different work across markets: entering a new market, building a local team, leading an established business or supporting local delivery. Bring together each market's business goals, existing team responsibilities and local talent context. HR and business leaders can then define the role's expected outcomes and responsibilities, distinguish essential experience from preferences and agree on a profile tied to the work.
Define the role through the work
A familiar title can describe different work across markets: entering a new market, building a local team, leading an established business or supporting local delivery. Bring together each market's business goals, existing team responsibilities and local talent context. HR and business leaders can then define the role's expected outcomes and responsibilities, distinguish essential experience from preferences and agree on a profile tied to the work.
Candidates meeting current criteria
Candidates with adjacent experienceUse candidate backgrounds to review the brief
Candidate backgrounds can make the trade-offs in a brief concrete. MiraDay helps explore relevant and adjacent experience; TA checks what people actually owned. HR and the business can then discuss which requirements restrict the available range and which experience may transfer. Once business leaders agree on the trade-offs, the hiring team adjusts the next steps.
Use candidate backgrounds to review the brief
Candidate backgrounds can make the trade-offs in a brief concrete. MiraDay helps explore relevant and adjacent experience; TA checks what people actually owned. HR and the business can then discuss which requirements restrict the available range and which experience may transfer. Once business leaders agree on the trade-offs, the hiring team adjusts the next steps.
Use candidate backgrounds to review the brief
Candidate backgrounds can make the trade-offs in a brief concrete. MiraDay helps explore relevant and adjacent experience; TA checks what people actually owned. HR and the business can then discuss which requirements restrict the available range and which experience may transfer. Once business leaders agree on the trade-offs, the hiring team adjusts the next steps.
Test the delivery plan on a real role
Use an assignment with clear business goals and an engaged hiring manager to review what internal TA handled and where local or specialist support is needed. MiraDay supports company and talent research while TA runs the process. Compare business feedback and current hiring progress with team time, tool costs and outside support costs, then decide whether to adjust this assignment before planning the next similar one.
Test the delivery plan on a real role
Use an assignment with clear business goals and an engaged hiring manager to review what internal TA handled and where local or specialist support is needed. MiraDay supports company and talent research while TA runs the process. Compare business feedback and current hiring progress with team time, tool costs and outside support costs, then decide whether to adjust this assignment before planning the next similar one.
Test the delivery plan on a real role
Use an assignment with clear business goals and an engaged hiring manager to review what internal TA handled and where local or specialist support is needed. MiraDay supports company and talent research while TA runs the process. Compare business feedback and current hiring progress with team time, tool costs and outside support costs, then decide whether to adjust this assignment before planning the next similar one.
Use outside expertise where it matters
Some roles call for local relationships, confidential access or specialist judgement. MiraDay helps HR assemble the role goal, work already completed and questions still open. Use that context to agree on scope, responsibilities and handover with local teams or outside partners, so their effort addresses a defined gap.
Use outside expertise where it matters
Some roles call for local relationships, confidential access or specialist judgement. MiraDay helps HR assemble the role goal, work already completed and questions still open. Use that context to agree on scope, responsibilities and handover with local teams or outside partners, so their effort addresses a defined gap.
Use outside expertise where it matters
Some roles call for local relationships, confidential access or specialist judgement. MiraDay helps HR assemble the role goal, work already completed and questions still open. Use that context to agree on scope, responsibilities and handover with local teams or outside partners, so their effort addresses a defined gap.
Keep the reasoning when work crosses teams
When work moves between markets or teams, a list alone does not explain earlier decisions. MiraDay's Channel keeps the agreed brief, research, reasons for including companies or people, and changes to the work together. Teams can explain open decisions and who will take them forward. The next team checks local conditions before acting on earlier conclusions.
Keep the reasoning when work crosses teams
When work moves between markets or teams, a list alone does not explain earlier decisions. MiraDay's Channel keeps the agreed brief, research, reasons for including companies or people, and changes to the work together. Teams can explain open decisions and who will take them forward. The next team checks local conditions before acting on earlier conclusions.
Keep the reasoning when work crosses teams
When work moves between markets or teams, a list alone does not explain earlier decisions. MiraDay's Channel keeps the agreed brief, research, reasons for including companies or people, and changes to the work together. Teams can explain open decisions and who will take them forward. The next team checks local conditions before acting on earlier conclusions.
Share methods while checking local assumptions
Local briefs differ, but teams can share a reviewed way of understanding the need and studying the market. Capture the steps for confirming business goals, researching local teams, reviewing requirement trade-offs, checking sources and recording where people make decisions in a MiraDay Skill. State where the method applies so another team can reuse it while testing its assumptions against the local assignment.
Share methods while checking local assumptions
Local briefs differ, but teams can share a reviewed way of understanding the need and studying the market. Capture the steps for confirming business goals, researching local teams, reviewing requirement trade-offs, checking sources and recording where people make decisions in a MiraDay Skill. State where the method applies so another team can reuse it while testing its assumptions against the local assignment.
Share methods while checking local assumptions
Local briefs differ, but teams can share a reviewed way of understanding the need and studying the market. Capture the steps for confirming business goals, researching local teams, reviewing requirement trade-offs, checking sources and recording where people make decisions in a MiraDay Skill. State where the method applies so another team can reuse it while testing its assumptions against the local assignment.
Bring hiring lessons into the next talent plan
Use business feedback and actual hiring outcomes to inform the next talent plan. HR can use its own hiring data to review which critical roles were filled, which remain open and which critical role requirements remain unmet. MiraDay retains company and talent research, changes to the brief and the reasoning behind them, helping teams discuss priorities and investment for the next cycle.
Bring hiring lessons into the next talent plan
Use business feedback and actual hiring outcomes to inform the next talent plan. HR can use its own hiring data to review which critical roles were filled, which remain open and which critical role requirements remain unmet. MiraDay retains company and talent research, changes to the brief and the reasoning behind them, helping teams discuss priorities and investment for the next cycle.
Bring hiring lessons into the next talent plan
Use business feedback and actual hiring outcomes to inform the next talent plan. HR can use its own hiring data to review which critical roles were filled, which remain open and which critical role requirements remain unmet. MiraDay retains company and talent research, changes to the brief and the reasoning behind them, helping teams discuss priorities and investment for the next cycle.