Lead magnet example

CV analysis

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CV analysis: uploading a CV and naming the role, with the opening screen in front.

The pain it lands on

Staffing is a competition for applicants, not for customers. The site lists open roles, which serves only the few people looking for exactly that job today. Everyone else reads the list and leaves, and not one of them leaves a trace.

They still carry a question that nags at them: is my CV good enough. More and more applications are screened by a machine first, and nobody is ever told why they did not reach the interview. The tool answers that: they upload their CV, an AI reads it the way the screening does and says what to fix. In return they leave their details, and the CV is in your talent pool.

Why it produces leads

  1. The applicant gets something they cannot get elsewhere A score, their strengths and a list of fixes for their own CV. That is the trade that makes leaving contact details worth it.
  2. The CV comes with the contact details Not an email address but a whole work history. You know at a glance who to call first.
  3. It reaches the people who are not applying today A passive candidate fills in no application, but does want to know whether their CV holds up. Later they are the most valuable name on your list.
  4. The result also goes out by email The message comes from you and gets opened, because it carries their own result. It is a first contact that is not marketing.
  5. They tell you what they are aiming for The question is optional, but it gets answered, because the assessment is made against it. You see the same answer.

How it works

  1. The applicant uploads their CV PDF or Word, up to three megabytes, from a phone or a computer.
  2. They name the role they are after An optional field. Filled in, it makes the assessment specific to that job.
  3. They leave their contact details The form says plainly that the CV and the details go to the talent pool. Nothing is collected without saying so.
  4. The AI reads the CV in about a minute Structure, keywords, and whether the content answers the role they named.
  5. The result on screen and in their inbox Score, strengths, the fixes that matter most, missing keywords and a suggested profile paragraph. You get the same lead with the CV attached.

Where it belongs on your site

  1. On the page for job seekers Where they already are. They came to read what you offer, and this is the first thing they get.
  2. Beside the list of open roles For anyone none of the roles fit, the list is a dead end. The tool still gives them a reason to leave their details.
  3. On the page your social ads land on A CV analysis is a more concrete offer than "send an open application", and you can see which applicants came from the campaign.