Is your marketing team actually ready when the brief drops?

Most marketing teams think they have a talent problem. They don't. They have a talent management problem. Take 3 minutes to find out exactly where your team stands—and what to do about it.

15 diagnostic questions

3 focus areas scored

~3 minutes to complete

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Hi there —

For each question, choose Yes (you have this in place), Partial (it exists but inconsistently), or No (not really). All questions must be answered to see your results.
When we say "external talent," we mean anyone doing work for your team who isn't a full-time employee — freelancers, contractors, and agencies.

Your results will place you in one of three levels:

Optimized Systems, habits, and visibility to move fast and hire well

Developing Real foundations in place, but gaps costing you time and talent

Reactive Extended workforce running on inboxes, spreadsheets, and memory

Progress 0 of 15 answered

1

Talent Pool Management

Access to quality freelancers, contractors, and agencies, organized for how your business works

When a project need arises, do you have an organized place to go to find the right talent quickly?

Can you search your talent network by skill, brand, campaign type, or past project — and find the right person in minutes?

Is the external talent your team works with consistently vetted — with a track record you can reference before you hire them?

Do you have rich profiles for your external talent — work history, ratings, project context — that anyone on your team can access?

Are you systematically staying engaged with resources in your talent pools to keep them current, informed, and ready to take on work?

To keep talent pools healthy and in line with needs, do you source talent directly from your valued networks on an ongoing basis, e.g. alumni, former contractors, referrals, etc.?

2

Extended Workforce Hiring

Fast, consistent, and compliant — from brief to day one

Can all hiring managers on your team access your talent pools to find talent and initiate the hiring process?

Does a system provide guidance on who the best possible hire is based on how well talent profiles match the needs of the business?

When you know who you want to hire, can you get them onboarded in under a week, ensuring proper worker classification, and without legal friction or paperwork delays?

When you need to initiate hiring external talent, are you running a consistent and standard process from start to finish, i.e., you're not recreating the wheel every search?

Are contracting, payments, and compliance handled automatically — regardless of where in the world the talent is based?

3

Strategic Workforce Planning

Managing your extended workforce as a long-term asset

Do you have visibility into what your organization is spending on external talent — across all teams and projects?

Are you actively optimizing your talent pools — tracking performance, adding new sources, removing what isn't working?

When you're planning for headcount to meet the demands of the business, does your extended workforce factor into that plan along with full-time staff?

As business priorities shift, do you proactively update your extended workforce strategy to reflect new skill and capability needs?

Answer all 15 questions to see your results.

0 out of 30

Talent Pool Management

Extended Workforce Hiring

Strategic Workforce Planning

Wripple Private Talent Cloud

Ready to see what organized looks like?

Wripple's Private Talent Cloud gives your marketing team the infrastructure to build, organize, and activate your extended workforce — starting with what you already have.

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Extended Workforce Readiness Assessment

Is your marketing team actually ready when the brief drops?

Ready to see what organized looks like?