A working application built to answer a question recruiting leaders get asked constantly and rarely have evidence for: what is actually happening in this labor market, and what should we do differently because of it? MarketSync TA pulls public labor market data into the moment a hiring decision is made — intake, calibration, relocation, pipeline review — and exports the result as a brief an executive can read.
In most organizations the recruiting function receives a requisition, agrees to a target date, and starts working. The market context that would change the conversation — how many competing postings exist for that role in that geography, what the real supply looks like, what a relocation actually costs the candidate — arrives late, arrives inside a vendor deck, or does not arrive at all.
The gap is not data availability. Public labor market data is abundant. The gap is that the data does not live where the decision is made. By the time someone assembles a market read, the intake meeting is over, the offer is out, and the hiring manager has already anchored on a timeline nobody stress-tested.
I have run this problem from the inside — ATS migrations, capacity modeling with a CEO and CFO, pay-scale reviews, hiring manager enablement across multiple organizations. The recurring failure mode is the same: recruiters have the relationship and the instinct, but not a repeatable way to bring evidence into the room.
MarketSync TA is my attempt to build that instrument rather than write another framework about it. It is a portfolio application — a demonstration of how the workflow could work — and it is built to production engineering standards so the architecture argument holds up under scrutiny.
Most recruiting tools optimize for output volume. This one optimizes for whether a hiring manager or an executive will actually trust and act on what comes out of it.
Each data point returned by the platform is tagged with its source, a confidence indicator, and a fetch timestamp. A market figure an executive cannot trace is a figure they will not use in a board conversation — so traceability is a first-class field, not a footnote.
A Data Source Registry shows each provider as live, sandbox, or degraded. When an upstream API is unavailable, the interface says so rather than quietly serving stale or empty results. Silent failure is how analytics tools lose the credibility they take months to earn.
Strategy work gets consumed in documents, decks, and ATS fields — not in a dashboard nobody logs into. Intake agendas map to Greenhouse- and Workday-style custom fields, and the Executive Strategy Playbook exports to Markdown in one click so the brief travels to wherever the decision is being written down.
The Candidate Hygiene Dashboard runs entirely on synthetic sample records. A public portfolio demonstration is the wrong place for real candidate PII, and building it correctly from the start is part of the argument for how AI should enter recruiting workflows at all.
The modules are sequenced the way a real requisition moves: read the market, run a better intake, calibrate the offer, verify the pipeline, and hand leadership something they can act on.
Posting volume, demand trends, and geographic heatmaps for a role and market. The opening evidence for whether a timeline is realistic before anyone commits to it.
Generates a structured intake agenda grounded in that role's market read — the questions a recruiter should be asking, and the market realities the manager needs to hear before committing to a plan.
Maps generated intake output to Greenhouse- and Workday-style custom fields so the strategy survives contact with the system of record instead of dying in a document.
Compiles the market read, intake plan, and calibration inputs into a single executive brief with one-click Markdown export — built for the leader who wants the argument, not the dashboard.
Converts a relocation conversation into a defensible cost-of-living offset range instead of an instinct-driven negotiation — designed to take guesswork out of geographic offer decisions.
Validates pipeline record quality and email deliverability across a synthetic candidate set — surfacing the data problems that quietly distort every funnel metric a recruiting leader reports.
A live status view of every configured provider — Adzuna, Teleport, Abstract, Firestore, BLS, O*NET, USAJOBS — showing whether each is live, sandboxed, or degraded, with source and confidence metadata attached.
The application is publicly accessible. Run a market query, generate an intake agenda, and export the brief — the fastest way to judge whether the argument holds.
The engineering choices are deliberate. A recruiting leader evaluating AI tooling should be able to ask how deployment credentials are handled and get a real answer — so I built this one to be able to answer that question about my own work.
node:20-alpine
— build dependencies stay out of the runtime image, keeping the
deployed artifact small and cold starts short.
This is a portfolio application, not a production client system. I would rather state the boundaries plainly than let a demo imply results it has not earned.
I have spent twenty years inside recruiting functions and the last several building the systems that hold them together — ATS migrations, capacity models, scorecards, enablement programs, and a set of AI workflows used by working recruiters.
MarketSync TA is the version of that work where I owned the whole stack: the problem framing, the product decisions, the architecture, the deployment pipeline, and the security posture. It exists because I think the next generation of recruiting leadership will need to speak both languages — the operating model and the system underneath it.
If you are building in HR technology, workforce intelligence, or B2B SaaS and this is the kind of thinking you want in the room, I am happy to walk through it.
I am open to remote Head of Talent Acquisition and talent operations roles with technology, HR/workforce tech, and B2B SaaS companies, and to selected consulting engagements. Start with a 20-minute conversation — if it is not a fit, I will say so.