Welcome to The Hero 🗞️. This is approximately a 3.5-minute read.
😓 Why your job post is losing to companies that sell the opportunity
📈 The deck that nearly doubled our candidate experience rates
⚒️ How to build one in 10 minutes with Claude + Gamma
Get Your Custom Candidate Pitch Maker
TL;DR
Top candidates are choosing between 3-5 companies. Your JD looks like everyone else's.
We started sending candidate pitch decks. Experience rates nearly doubled. "Let me think about it" became "When can we talk?"
Claude writes the content. Gamma formats it. 10 minutes - and it looks like a design team built it.
🔥 Stop Sending JDs
You sent a job description.
The other company you're recruiting against sent the candidate a pitch deck.
The deck had a company story that felt like a conversation - not a careers page.
It showed exactly what the role owns, who they'd report to, and where someone with their background goes in 18 months.
It looked sooo good, the candidate felt the design team spent a week on it.
Your JD… had 15 bullet points and the phrase "competitive salary."
The candidate didn't ghost you because the role was wrong.
They ghosted you because someone else made it real.
The full breakdown is just below - don’t miss it! 😉
Links of the Day:
🔗 Best Links
Here are some of the best links I’ve found since last time I emailed you:
🕹️ Skills-Based Hiring
The State of Skills-Based Hiring 2025 Report (link)
Skills-Based Hiring: The Ultimate 2026 Recruiter’s Guide (link)
🧑💼 Candidate Experience
Candidate Experience: Best Practices for Attracting Quality Talent (link)
Candidate Experience: 10 Best Practices to Attract and Retain Talent (link)
📊 Employee Retention
Your Guide to Retaining Employees and Reducing Turnover in 2026 (link)
25 Employee Retention Strategies to Reduce Turnover & Keep Top Talent (link)
📰 News
2026 Tech Layoffs Tracker: Live Updates (link)
📈 We Tested It. Here's What Happened…
We started building these for clients.
Not templates.
Custom decks - tailored to the candidate, the role, and the specific reasons the opportunity should matter to them.
Positive candidate experience rates nearly doubled - "let me think about it" turned to "when can we talk?"
Same roles. Same comp. Different packaging.
👉 Here's why it works:
A job description is written for the company.
It says: here's what we need, here's what we'll pay, apply if you qualify.
A pitch deck is written for the candidate.
It says: here's why this role was made for someone like you - and here's exactly what your life looks like if you say yes.
One is a filter, the other moves the needle.
When the candidate feels like the opportunity was built for them, the conversation changes entirely.
🖼 The Five Things That Go in the Deck
1. A company story that sells.
Not your About Us page.
What problem is this company solving, why now, and what's happened in the last 12 months that makes this the right moment to join?
Traction, momentum, a recent raise, a product milestone - something that makes the timing feel urgent and real.
2. Role ownership - not responsibilities.
What will this person actually build, change, or lead in their first 180 days?
Candidates don't move for task lists - they move for impact.
Example: "Own the full outbound motion and build the playbook from scratch" beats "manage outbound campaigns" every time.
3. They join humans.
Manager's background. Team composition. How they work day-to-day.
Candidates don't join companies…
They join a vision.
4. A career path mapped to their background.
Not "strong growth opportunities."
Specific: here's what someone with your profile typically owns at 6 months, 12 months, and 24 months here.
And if you've promoted someone from this role before - say so.
5. Comp against the market.
Show the base range. Show how it sits against market benchmarks.
Transparency sets the expectation - hiding comp until the offer stage just builds suspicion - and suspicion kills deals.
🛠 How to Build It in 10 Minutes
Claude writes it. Gamma formats it.
Here's what to do:
Drop your job description and 3-4 bullets about the candidate's background into Claude
Tell it to write a pitch deck using the five sections above, written to the candidate - not about the role
Paste the output into Gamma and let it handle the design
Total time: 10 minutes.
Looks like your brand team spent a week on it.
I put the full guide together - the exact Claude prompt, the Gamma workflow step by step, and the deck structure we use for clients.
To Sum It Up…
A job description tells candidates what you want.
A pitch deck tells them why they should care.
One is a list.
The other is a candidate closer.
And To Wrap It Up…
You're not the only offer they're weighing.
Give them a reason to stop looking.
HOW WE CAN HELP?
There are a few ways:
Or you can just reply to this email.
I reply to absolutely everyone who writes me back 🙂
