365Talents Organic Growth Opportunities

Create a standardized landing page for thousands of specific roles that provides a detailed competency matrix, behavioral indicators, and proficiency levels. This play transforms 365talents.com from a conceptual resource into a practical tool for HR managers building role-based models.

Example Keywords

• competency matrix for [job title]
• skills matrix for [job title]
• competency model for [job title]
• core competencies for [job title]
• proficiency levels for [competency] in [job title]

Rationale

HR leaders often search for specific role artifacts when building their internal skills architecture. By providing these matrices at scale, 365talents.com can capture high-intent traffic from users who are actively structuring their talent management programs.

Topical Authority

The domain already ranks for high-level terms like 'skills taxonomy' and 'skills management.' Moving into role-specific matrices is a logical vertical extension that leverages existing authority in skills architecture.

Internal Data Sources

Utilize the internal skills/role ontology from the 365Talents product, anonymized customer job libraries, and implementation playbooks from the Solutions team to ensure differentiated, expert-level content.

Estimated Number of Pages

10,000+ (Covering thousands of roles across multiple seniority levels and industry variants)

Develop a massive library of pages that help enterprise HR teams reconcile job titles with global standards like SOC, ISCO, and ESCO. These pages provide data normalization tables and crosswalks that are essential for multi-country HRIS management.

Example Keywords

• SOC code for [job title]
• ISCO code for [job title]
• NOC code for [job title]
• job code crosswalk [standard A] to [standard B]
• ESCO occupation [job title]

Rationale

Data normalization is a major pain point for enterprise HR teams during digital transformations. Providing these mappings positions 365talents.com as a technical authority in HR data governance, attracting users who need talent intelligence solutions.

Topical Authority

365talents.com performs best with 'structured HR data' content. This play expands that footprint into the technical data layer where enterprise buyers and HRIS managers operate.

Internal Data Sources

Leverage internal role libraries, implementation guidance on HRIS data cleanup, and integration field mapping documentation used by the technical services team.

Estimated Number of Pages

50,000+ (Mapping thousands of job titles across various international standards and country-specific codes)

Build a comprehensive dictionary of HR metrics and KPIs focused on talent intelligence, internal mobility, and skills-based organizations. Each page defines a metric, provides a calculation formula, and suggests dashboard layouts for different stakeholders.

Example Keywords

• internal fill rate formula
• talent marketplace utilization rate
• time to proficiency metric
• skills adjacency metric
• capability index KPI

Rationale

Buyers often search for how to measure success before they purchase a platform. By defining the metrics of a skills-based organization, 365talents.com can influence the evaluation criteria of potential customers.

Topical Authority

The domain is already recognized as an educational source for HR frameworks. Providing the 'math' behind these frameworks solidifies its position as a strategic leader in the space.

Internal Data Sources

Use product-defined metric definitions, ROI calculator assumptions, and standard dashboard templates used by the Customer Success team.

Estimated Number of Pages

5,000+ (Covering hundreds of metrics across various stakeholders like CHRO, L&D, and Finance)

Generate practical evaluation assets for HR and Talent Acquisition teams, including interview question sets, assessment rubrics, and proficiency indicators for specific roles and competencies. This play provides immediate value to practitioners implementing skills-based hiring.

Example Keywords

• competency-based interview questions for [role]
• behavioral interview questions [competency]
• competency assessment rubric [competency]
• proficiency levels [competency] examples
• skills assessment rubric [role]

Rationale

Assessment kits attract practitioners who are actively operationalizing competency programs. These users are often the internal influencers who recommend talent intelligence platforms to their leadership.

Topical Authority

Current traffic success in 'skills frameworks' content proves that Google trusts the domain for implementation-level HR assets. This play scales that trust into the recruitment and assessment phase.

Internal Data Sources

Incorporate internal competency libraries, behavioral indicator sets from customer deployments, and webinar transcripts featuring real-world practitioner insights.

Estimated Number of Pages

3,000+ (Covering hundreds of roles and their associated core competencies)

Create a library of solution pages that address the unique constraints and use cases of internal talent marketplaces within specific industries and functions. These pages map the platform's capabilities to industry-specific challenges like regulatory compliance or project-based staffing.

Example Keywords

• internal talent marketplace for [industry]
• internal gig marketplace for [function]
• internal mobility platform for [industry]
• project-based internal staffing for [outcome]

Rationale

Enterprise buyers search for solutions that understand their specific vertical. By creating industry-specific landing pages, 365talents.com can capture high-intent traffic that competitors with generic content might miss.

Topical Authority

As a specialized 'Skills Tech' provider, 365talents.com has the topical relevance to speak on how talent marketplaces function in complex environments like banking, pharma, or manufacturing.

Internal Data Sources

Use product module documentation, anonymized customer success stories by industry, and ROI data specific to different vertical use cases.

Estimated Number of Pages

1,200+ (Covering dozens of industries and functional departments)

Improvements Summary

Rebuild the “Skills-Based Talent Management Foundations” pages into a clear pillar + spokes structure, with a definition-led top section, FAQs, and template/examples blocks to win snippets and PAA. Refresh titles/meta and year signals, add schema (FAQ/HowTo), and tighten internal links with specific anchors to move priority pages from positions 11–20 into the top 10.

Improvements Details

Create a new pillar page covering skills definition → taxonomy → framework → architecture with an implementation roadmap, then link out to each guide using anchors like "skills taxonomy", "skills framework", "skills architecture", and "skills management". Rework each page for canonical head terms (e.g., "what is a skill", "skills taxonomy", "skills management"), add a 40–60 word definition under the H1, examples blocks, and FAQ sections; publish downloadable assets (skills taxonomy spreadsheet, skills framework examples, job mapping template) plus a comparison page (taxonomy vs framework vs ontology) and how-to pages (build taxonomy in 7 steps, skills inventory, skills matrix, software checklist). Update on-page “2024” references to current-year wording with a “Last updated” line, add light product bridge modules and mini case snippets, and add FAQ/HowTo schema where relevant.

Improvements Rationale

Search demand is concentrated around a few head terms with HR intent, and several pages show low traffic share versus available volume, suggesting intent and snippet misalignment plus weak internal linking. A pillar + spokes model, canonical keyword alignment, and template-led depth should improve SERP feature capture and topical authority, while low-competition targets like "skills management" and "skills architecture" offer faster top-10 opportunities and clearer paths to assisted conversions.