Project Scope and Extended Search – Ignyte

The Scope (also called the Roadmap) defines your search strategy. The AI reads the position profile and generates a starting scope — your job is to review, adjust, and run it. The first run is always a calibration, not a final output.

HOW WEIGHTS WORK

Each item has a weight from 0–100. This is not cumulative — each line item is scored independently. 100 = highly important, lower numbers = less priority.

STEP-BY-STEP SCOPE CONFIGURATION

#	Field	Guidance
1	Industries	Add relevant industries and assign weights (1–100). Start broad — adjacent industries at 50–80, core at 100, possible but unlikely at 20. Use “Get More Suggestions” to let the AI add ideas.
2	Target Companies	Add companies to source candidates from. Also add companies to avoid (competitors, joint venture partners, off-limits clients). Weight target companies by preference.
3	Titles	Add multiple title variations across seniority levels. Avoid generic titles like “Manager.” Director, VP, Senior Director, and Executive-level titles should be weighted highest (80–100). Spell out abbreviations when possible.
4	Employee Range	Set a floor and ceiling based on the company size you want candidates to come from. If the role is expected to scale, skew the ceiling higher.
5	Revenue Range	Research the target company or division’s revenue and set a range around it (roughly 200M below to 2x above is a good starting point).
6	Location	Use states, not cities, for the first run. Cities narrow the pool too much. Select a regional cluster relevant to where the role is located.
7	Capital Structure	Set to Any/All unless there is a specific reason to filter. Leaving it open keeps the pool broader.
8	Years of Experience	Set a minimum. Uncheck “Mandatory” so it filters by preference but does not hard-block candidates outside the range.
9	Experiences Tab	Review the experiences the AI generated from the position profile. Trim to the 4–6 most important criteria. Save before moving to the next tab.
10	Research Tab	Once all fields are saved, click “Extended Search.” Results return in 10–15 minutes. Review the rationale for each candidate surfaced.

SCOPE REFINEMENT TIPS

TITLES: GO SPECIFIC, GO SENIOR

Move the seniority word to the front: “Senior Director, [Function]” not “[Function] Senior Director”
Delete generic manager-level titles from the first run
Add all market variations including common acronyms — spelled out AND abbreviated
Bump senior titles to weight 100 to anchor results at the right level

TARGET COMPANIES: USE BULK ADD

Click “Bulk Add” in the Target Companies section
Paste your list directly into the field

WORK EXPERIENCE: USE BOTH FIELDS

Min Years of Overall Experience — Sets a floor for total career length. 12–15 years is a reasonable starting point for senior roles.
Max Years in Current Company — Helps filter out candidates who have been in the same organization for an unusually long time. Setting this to 5 is a good default.

INDUSTRY WEIGHTS

Core target industries: 100
Adjacent / transferable industries: 70–80
Possible but less likely: 40–60
De-prioritize: 20–30

To remove an industry entirely, delete it rather than just lowering the weight.

REVENUE RANGE

Adjusting revenue range is one of the fastest ways to expand or narrow your candidate pool. Wider range = more candidates.

WHEN TO RERUN VS. WHEN TO WAIT

Make all title, weight, and filter changes first — then save
Run Extended Search once — do not run multiple searches back-to-back
Review results and note what shifted before making the next round of adjustments
Extended Search results return in 10–15 minutes — plan scope review sessions around that timing

KEY INSIGHT

Treat each Extended Search run as a test. Change one or two variables at a time so you know what actually moved the needle.

Related to