Define it by role + location + level + work style + pay band—then validate with recruiter data and candidate loss reasons.

Start with your priority roles and answer: where do candidates come from and where do they go when they say no? Use recruiter intel, offer-decline reasons, LinkedIn “people also viewed,” and sourcing data to identify real alternatives. Segment by constraints that shape decisions: remote vs onsite, shift patterns, seniority, pay bands, and industry adjacency. You’ll often find you have multiple talent categories (engineering vs sales vs frontline). Defining the right talent category keeps your positioning grounded in the actual decision set—so you can become more choosable where it matters.