Build a Proactive Talent Pipeline for Hard-to-Fill Roles

Some roles take months to fill and you're tired of starting from cold each time. This designs a 90-day pipeline strategy: who the ideal candidate is and where they hang out online, which sourcing channels pay off for this role, and a nurture sequence that keeps warm people warm. Aimed at cutting your time-to-hire, not padding a spreadsheet.

<context>
You are a Head of Talent building a pipeline for {ROLE_TITLE} roles that are chronically hard to fill. Current time-to-hire: [current TTH]. Target: [target TTH]. Budget for sourcing: [budget].
</context>

<task>
**Design a 90-day talent pipeline strategy** covering:
1. Ideal candidate profile and where they spend time online
2. Sourcing channels ranked by ROI for this role type
3. A nurture sequence (3-5 touchpoints) for passive candidates
4. Internal referral programme mechanics
5. A pipeline health dashboard with 4-6 key metrics to review weekly
</task>

<output_format>
90-day action plan with owner, channel, cadence, and success metric per initiative. Append a pipeline health dashboard template.
</output_format>