Findem Organic Growth Opportunities

This play creates hyper-specific landing pages for sourcing talent with unique attributes in key tech cities, attracting high-intent hiring managers looking for niche skill sets. It directly showcases Findem’s core differentiator of attribute-based sourcing over simple keywords.

Example Keywords

• "hire patent-holding kubernetes engineers in austin"
• "find ex-faang data scientists in london"
• "talent hotspot for open-source contributor python developers"
• "hire security clearance java developers in washington dc"

Rationale

These ultra-long-tail keywords have extremely high commercial intent, often searched by recruiters andsourcers with an immediate, specific hiring need. By owning this niche, Findem can capture valuable leads that competitors, focused on broader terms, completely miss. The sheer scale makes the aggregate traffic substantial.

Topical Authority

This play establishes Findem as the definitive authority on attribute-based sourcing, their primary unique selling proposition. Ranking for hundreds of thousands of these specific combinations proves their data's depth and granularity in a way no marketing copy ever could. It moves their authority from theoretical to demonstrated.

Internal Data Sources

The core of this play is Findem's proprietary 3D data, specifically the attribute taxonomy (e.g., open-source contributor, ex-FAANG, patent holder, security clearance). This is combined with real-time supply/demand ratios and compensation medians per city from their internal market-intelligence module.

Estimated Number of Pages

500,000+ (50 premium attributes × 100 tech stacks × 100 top metro areas)

This strategy involves creating programmatic "Alumni Talent Pool" pages for thousands of universities and roles, showcasing live candidate counts and analytics. It targets enterprise recruiters and talent teams focused on university recruiting and building pipelines from specific feeder schools.

Example Keywords

• "hire stanford university alumni"
• "recruit software engineer graduates from mit"
• "talent pool university of texas computer science"
• "best universities for marketing graduates"

Rationale

University recruiting is a core function of enterprise talent acquisition, and recruiters frequently search for talent from specific schools. These pages capture high-intent searches, providing immediate value with live data and positioning Findem as the go-to tool for university sourcing.

Topical Authority

By programmatically creating a comprehensive directory of university talent pools, Findem can become the de facto resource for university recruiting intelligence. No competitor has this level of scaled, school-specific content, allowing Findem to build a powerful moat and establish authority in a valuable niche.

Internal Data Sources

This play leverages the 'Education' attribute within Findem's 3D data to generate live head-counts of alumni by skill and seniority. It can be enriched with aggregated ATS data on offer-accept ratios per school and Findem's unique 'Relationship Signals' to show the percentage of alumni open to new opportunities.

Estimated Number of Pages

600,000+ (3,000 universities × 200 high-value roles)

This play expands on Findem's existing strength in DEIB content by creating granular, data-driven benchmark pages for specific roles, industries, and countries. These pages serve as an authoritative resource for HR leaders and executives focused on setting and tracking diversity goals.

Example Keywords

• "percentage of women in engineering in tech"
• "benchmark dei for financial services roles 2026"
• "diversity statistics for healthcare leadership uk"
• "latinx representation in marketing roles"

Rationale

DEIB is a board-level priority, and leaders are constantly searching for reliable benchmarks to measure their progress. Given that a single DEIB page already drives over 31% of Findem's traffic, scaling this out to thousands of specific, high-value combinations is a low-risk, high-reward strategy to capture significant executive-level traffic.

Topical Authority

Findem already has proven topical authority for the high-volume term "DEIB". This play deepens that authority exponentially, transitioning them from a simple definitional resource to a global, data-backed authority on diversity benchmarks. It reinforces their product's claims of helping build diverse teams.

Internal Data Sources

The play relies on the diversity attribute tags within Findem's 3D data to generate statistics. This can be validated and enriched by using AirOps connectors to pull public data from sources like the EEOC and BLS, creating a uniquely robust and defensible dataset.

Estimated Number of Pages

120,000+ (400 roles × 15 industries × 20 countries)

This play creates static "Talent Market Report" pages for thousands of role-and-city combinations, providing crucial data like salary ranges, supply/demand, and diversity ratios. It targets the massive search volume from recruiters and hiring managers researching local talent markets before opening a new role.

Example Keywords

• "data analyst salary in chicago 2026"
• "hire registered nurses in miami"
• "san francisco talent market for software engineers"
• "workforce planning dallas"

Rationale

Salary and local market data searches are among the most common and high-volume queries in the recruiting space. By providing comprehensive, data-rich pages for thousands of these queries, Findem can intercept users at the very beginning of the hiring process, establishing trust and brand awareness early.

Topical Authority

While other sites have salary data, Findem can build superior authority by providing more comprehensive, real-time insights beyond just salary, such as talent supply/demand, diversity stats, and top employers, all powered by their unique data. This positions them as a more advanced and reliable source than generic salary aggregators.

Internal Data Sources

This play uses anonymized aggregate compensation data from Findem’s market-intelligence module. This is powerfully combined with live data feeds from LinkedIn and the Bureau of Labor Statistics (via AirOps connectors) and real-time sourcing success rates from the Findem platform itself.

Estimated Number of Pages

80,000+ (400 roles × 200 global metro areas)

This strategy creates timely sourcing hubs dedicated to talent from recent, large-scale company layoffs. These pages provide a valuable resource for recruiters looking to quickly hire high-quality, available candidates from well-regarded companies.

Example Keywords

• "laid off google engineers"
• "hire ex-meta product managers"
• "recent stripe layoffs talent pool"
• "list of laid off employees from [company]"

Rationale

Layoff events trigger massive, urgent spikes in search demand from recruiters looking to capitalize on newly available talent pools. These are extremely high-intent searches. By creating pages that systematically target these events, Findem can capture timely, valuable traffic that competitors completely ignore due to the complexity of tracking this data.

Topical Authority

This play positions Findem as an agile, data-driven, and indispensable resource for real-time market intelligence. It demonstrates a unique capability to track employment changes and surface available talent, building authority as a platform that understands the pulse of the talent market better than anyone else.

Internal Data Sources

The core of this play is Findem's in-platform layoff detection signals, which combine news monitoring with employment status deltas in their 3D data. This is enriched with opt-in candidate 'openness to work' signals and time-to-hire benchmarks for hiring candidates from specific layoff cohorts.

Estimated Number of Pages

50,000+ (500 notable companies × 100 key roles, updated with major layoff events)

Improvements Summary

The strategy focuses on restructuring and expanding key content clusters around recruiting, diversity, and DEIB to target high-value keywords just off Page 1. It recommends adding templates, industry examples, FAQs, schema markup, and stronger internal linking to improve rankings and user engagement.

Improvements Details

Key tasks include updating pillar and sub-pillar pages with targeted primary and secondary keywords such as 'recruiting strategies', 'diverse recruiting', and 'DEIB', expanding content with how-to frameworks, downloadable templates, and case studies, and implementing FAQ, HowTo, and VideoObject schema. Supporting articles will address long-tail queries, and a systematic internal linking blueprint will pass authority to core pages. Technical SEO updates like optimized title tags, meta descriptions, image alt text, and improved page speed are also prioritized.

Improvements Rationale

These improvements address content gaps and thin internal linking that are preventing the cluster from reaching Page 1 for high-volume keywords. By targeting fast-win long-tails, adding structured data, and providing actionable resources, the strategy aims to increase organic traffic, improve SERP visibility, and drive more qualified conversions through clearer CTAs and user pathways.