Targets Overview

Targets are the foundation of effective LinkedIn recruiting with Ozzi.ai. This guide explains how targeting works and how it helps you find the right candidates and generate personalized messages.

What are Targets?

A target is a detailed profile of your ideal candidate that includes:

Job requirements: Title, experience level, required skills
Location preferences: Geographic constraints and remote work options
Company criteria: Industry, size, stage, culture preferences
Personal attributes: Career goals, interests, work style
Message preferences: Tone, length, focus areas, call-to-action

Why Use Targets?

Better Candidate Matching

Targets help you find more qualified candidates:

Precise filtering: Define exactly what you’re looking for
Skill matching: Match candidates with required technical skills
Experience alignment: Find candidates with the right background
Culture fit: Identify candidates who match your company culture

Improved Message Quality

Targets enable better AI-generated messages:

Personalization: Messages tailored to specific candidate profiles
Relevance: Content that matches candidate interests and experience
Engagement: Higher response rates through targeted messaging
Consistency: Maintain brand voice across all outreach

Pipeline Efficiency

Targets streamline your recruiting process:

Faster screening: Quickly identify qualified candidates
Better organization: Group similar candidates together
Measurable results: Track performance by target type
Scalable approach: Reuse targets for similar roles

How Targeting Works in Ozzi.ai

Target Creation Process

Define Requirements: Specify job title, skills, experience
Set Preferences: Location, company size, industry
Configure Messages: Tone, length, focus areas
Test and Refine: Generate sample messages and adjust

AI-Powered Analysis

When you browse LinkedIn profiles, Ozzi.ai:

Generates messages: Creates personalized outreach based on target criteria

Message Generation

Targets drive message personalization:

Skill-based content: Mentions relevant technical skills
Experience references: References specific projects or companies
Cultural alignment: Highlights company culture and values
Growth opportunities: Emphasizes career development potential

Target Components

Job Requirements

Define the technical and professional requirements:

Job Title: Senior Frontend Engineer, Frontend Lead
Required Skills: React, TypeScript, JavaScript, CSS
Preferred Skills: Next.js, GraphQL, Testing frameworks
Experience Level: 5+ years in frontend development
Industry Experience: SaaS, E-commerce, Fintech

Location and Remote Work

Set geographic and work arrangement preferences:

Primary Location: San Francisco, CA
Secondary Locations: New York, Austin, Seattle
Remote Work: Hybrid or Full Remote accepted
Relocation: Open to relocation assistance
Timezone: Overlap requirements for collaboration

Company Criteria

Define ideal company characteristics:

Company Size: 50-1000 employees
Industry: Technology, SaaS, E-commerce
Company Stage: Series A to IPO
Company Culture: Innovation-focused, collaborative
Growth Stage: High-growth, stable, or startup

Message Configuration

Configure how AI generates messages by including these preferences in your target description:

Tone: Professional, friendly, casual, or formal
Length: Short (100 words), medium (150 words), or detailed (200+ words)
Focus Areas: Technical skills, experience, company culture, growth opportunities
Call-to-Action: Schedule call, reply, apply, or learn more

Target Types

Role-Specific Targets

Targets for specific positions:

Senior Frontend Engineer: React, TypeScript, 5+ years
Product Manager: Product strategy, user research, 3+ years
DevOps Engineer: AWS, Docker, Kubernetes, 4+ years
UX Designer: User research, prototyping, 3+ years

Campaign Targets

Targets for specific hiring campaigns:

Q1 2024 Engineering: All engineering roles for Q1
Startup Expansion: Roles for company growth phase
Diversity Hiring: Focus on underrepresented groups
Senior Leadership: Executive and leadership positions

Industry Targets

Targets for specific industries:

Fintech Engineers: Financial technology experience
Healthcare Product: Healthcare industry background
E-commerce Marketing: E-commerce marketing experience
AI/ML Specialists: Artificial intelligence expertise

Target Best Practices

Realistic Requirements

Must-have vs. nice-to-have: Distinguish between essential and preferred skills
Market reality: Ensure requirements match available talent
Flexible criteria: Allow for some variation in background
Growth potential: Consider candidates who can grow into the role

Effective Messaging

Personalization depth: Include specific details about candidate experience
Value proposition: Clearly communicate what’s in it for the candidate
Call-to-action: Make it easy for candidates to respond
Brand consistency: Maintain your company’s voice and values

Performance Optimization

A/B testing: Test different target configurations
Response tracking: Monitor which targets perform best
Continuous refinement: Update targets based on results
Market adaptation: Adjust for changing market conditions

Common Targeting Scenarios

Startup Hiring

For early-stage companies:

Flexibility: Look for candidates comfortable with ambiguity
Growth mindset: Prioritize learning and adaptability
Technical breadth: Value generalists over specialists
Cultural fit: Emphasize mission and values alignment

Enterprise Recruiting

For larger companies:

Specialization: Focus on deep expertise in specific areas
Process orientation: Value experience with structured environments
Scale experience: Prioritize candidates who’ve worked at scale
Leadership potential: Look for future leaders

Agency Recruiting

For recruitment agencies:

Client alignment: Match candidates to client requirements
Industry expertise: Focus on relevant industry experience
Cultural fit: Consider both client and candidate culture
Placement success: Optimize for successful placements

Integration with Lists

Targets work seamlessly with profile lists:

Auto-population: Lists can auto-populate based on target criteria
Message customization: Different messages for different targets
Performance tracking: Compare target performance against lists
Pipeline management: Use targets to organize candidate flow

Troubleshooting

Common Issues

Low candidate matches: Check if target criteria are too restrictive Poor message quality: Review target configuration and personalization settings Low response rates: Test different messaging approaches and target criteria Unrealistic requirements: Adjust target criteria to match market reality

Getting Help

Check the Creating Targets guide
Review Target Templates
Contact support for technical issues