B Born To Speak Script lab · HR-03 · Pipeline review

HR-03 · Meridian Labs

Recruitment progress review

Stand-up on fills and stalls: wins in AI/IoT, pressure on EDA specialists—then concrete levers (JD, sourcing, referrals) before the next check-in.

Cast — Alice (HR Manager) · Bob (Market Analyst) · Cindy (Recruitment)

Pipeline metrics Hard-to-fill roles Action plan
Format
Status review · ~30 min
Goal
Agree fixes before next week
You practice
Progress language, opinions, commitments

1. Opening & agenda

Alice

Good morning, everyone. I hope you all had a good weekend. It’s great to have you here for our recruitment progress review.

Bob

Morning, Alice. Weekend was good—thanks. I’m ready to dive into our recruitment updates.

Cindy

Morning—I’m looking forward to going through what we’ve delivered against plan.

Alice

Let’s quickly go over the agenda: review hiring progress, assess how our current tactics are performing, and flag any adjustments we need to make.

Bob

Understood. I’ve got the latest numbers ready for us to work through.

Cindy

Same here—I’m keen to stress-test our approach and see where we can tighten things up.

2. Recruitment snapshot

Alice

Bob—could you start by giving us an overview of recruitment progress so far?

Bob

Certainly. We’ve filled roles on the AI and IoT side, but we’re seeing slippage on EDA specialist hires—longer time-to-fill and fewer qualified candidates in the funnel.

3. Strategy check · EDA

Alice

Thanks for the update. Cindy—what are your thoughts on our approach for EDA specialists?

Cindy

What’s worked elsewhere may not be enough here. For EDA, I’d test new sourcing channels and, if the market calls for it, more competitive incentives (comp, sign-on, relocation—whatever moves the needle).

4. Action plan

Alice

Let’s talk action items. What concrete steps can we take to unblock these critical roles?

Cindy

I suggest we revisit the job descriptions so they’re aligned with current market expectations and spell out impact, scope, and growth—not just a laundry list of tasks.

Bob

I’d add: tap industry networks and leverage employee referrals with a clean, lightweight process so people actually use it.

5. Summary & close

Alice

In summary, we’ve pinpointed where the pipeline is strong—and where EDA needs a sharper plan. Let’s schedule a follow-up next week to track progress and refine tactics.

Bob

That sounds like a solid plan. I’ll pull the data pack for next week.

Cindy

I’ll refresh the postings and map 2–3 new sourcing experiments we can measure.

Alice

Excellent. Thank you all for your contributions today. Let’s keep this momentum into next week.

Phrase toolbox

Phrases for a pipeline review: open warmly, pull data, invite views, then lock owners.

Welcome

  • It’s great to have you here…
  • I’m ready to dive into our updates.

Agenda

  • Let’s quickly go over the agenda…
  • Understood.

Data & opinion

  • Could you give us an overview of…?
  • Thanks for the update.
  • What are your thoughts on…?

Levers

  • new sourcing channels
  • competitive incentives
  • revisit the job descriptions

Networking & close

  • tap industry networks
  • leverage employee referrals
  • In summary…
  • That sounds like a solid plan.
  • Let’s keep the momentum.

Vocabulary

Term Example
Recruitment progressLet’s review recruitment progress against quarterly targets.
Recruitment strategyWe should stress-test the recruitment strategy for EDA.
Sourcing channelWe need new sourcing channels beyond the usual job boards.
IncentivesCompetitive incentives can unblock senior specialist roles.
Job description (JD)Revisit the JD so it reflects impact and scope.
Employee referralReferrals often surface strong passive candidates.
Top talentWe need a focused plan to attract top talent in EDA.
Job postingI’ll update job postings once the JD is finalized.