The internal difficulty score set on every Job Order at creation — 6 factors scored 1–3 (total /18) into three bands: Achievable (6–9), Challenging (10–13), Exceptional (14–18). Higher = tougher win; the band drives support, KPI weighting and escalation. Canonical home: M1 → Challenge Rating. (Formerly "DTF / Difficulty to Fill".)

The active assignment created from a signed Search Brief. "Job Order" everywhere — never "vacancy", "role" or "req". Created at the close of M1; delivered through M2–M4.

A potential role not yet converted to a Job Order. Becomes a JO once the Search Brief and Terms of Business are signed.

The document capturing the role, package, process and expectations, signed by the client. The source for the Challenge Rating and the whole search. Not "job brief" or "role brief". See M1 → Search Brief.

The meeting where APB takes the brief from the client. Not "client meeting" or "intake call". See M1 → Running the Client Briefing.

The screened pool of candidates the Talent Partner builds in M2 and hands into M3. The Consultant selects a Shortlist from it. The TP tops it back up as candidates exit.

The curated set (usually 3) of confidential profiles the Consultant pitches to the client at Pitch & Submit. Policy: 3 live / 4 "In Play" per role.

Stage 4 — the Consultant pitches the Shortlist to the client (no name, no employer, no CV), then sends the confidential profiles. Where M3 begins. See M3 → Pitch & Submit.

Stage 5 — the Talent Partner pitches the role to the candidate, reveals the full client, and secures ("sets") their commitment to interview. See M3 → Pitch & Set.

The window after placement during which APB protects the hire. Length is package-tiered and the remedy is an exclusive right to replace — canonical in M4 → Guarantee Rules. Always check the signed Terms of Business.

Stages 9–10 of the spine — protecting the placement through the guarantee and turning a successful hire into repeat business and advocacy. See Aftercare & Grow.

The BD qualification framework: Role Clarity → Authority → Priority → Income → Demand Context. Each dimension has pass/fail criteria and a failure branch. See M1 → RAPID Qualification.

The screening framework applied to every candidate: Relevance → Remuneration → Relationships → Recognition → Rituals → Reasons. See M2 → 6Rs Framework.

A screening-readiness check — does the candidate have the confidence and hunger to step into a role slightly above their current level? Paired with CTM. See M2 → Making the Ask & CTM. (The "MTA" acronym is retired to avoid colliding with the older "Most Talented Available".)

The companion to Making the Ask — can the candidate actually manage the step up? Assessed during the screening call. See M2 → Making the Ask & CTM.

A candidate-control framework referenced in screening and offer management — used to keep candidates engaged and the placement on track.

Greg Savage's principle: build a warm pool of talent before you have a role to fill, so you can deliver candidates fast. The basis of the Talent Inventory engine.

A standout, scarce, genuinely available candidate marketed proactively to open roles — the candidate-led reverse-marketing engine. The single canonical name for this motion (replaces "Most Talented Available" / "Candidate-Driven BD"). See Engines → Candidate-led MPC.

The always-on work that creates demand and supply, independent of any live role: Exclusivity Conversion, Candidate-led MPC, Talent Inventory, Brand & Market Intel. See Engines.

Warm, ranked, per-niche pools of two-way-vetted talent kept ready so you fill from inventory instead of sourcing from zero. Owned by the Talent Partner. See Engines → Talent Inventory.

Winning and growing client business. Always "Business Development" or "BD" — never "sales" or "biz dev". The craft of M1.

APB's commercial contract with the client. Not "terms of engagement" or "contract". Fee structure and guarantee terms are canonical in M4 → Billing; this page does not restate them.

APB's client-facing deck used in BD and briefing. Not "pitch deck" or "meeting deck".

Generic reference to the tool used to sign Terms of Business and offers. Referred to generically — never by a vendor name.

The client-facing owner of the desk — runs BD, pitches the Shortlist, owns feedback and the close. The only role that talks to clients. Career track: Associate → Senior → Principal. See PD → Consultant Track.

The delivery/sourcing partner — builds the Longlist and the confidential profiles, runs Pitch & Set, and owns the engines' machinery. Builds it; the Consultant carries it to the client. See PD → Talent Partner Track.

The person who runs a desk and coaches its consultants. Not "team lead" or "manager".

The confidential 6R one-pager — no name, no employer, no CV — built and owned by the Talent Partner. APB's confidentiality USP. Not "CV summary" or "candidate write-up". See M2 → Candidate Profile.

An account with no signed Terms of Business yet — the first stage of the account lifecycle: Prospect → Signed Prospect → Client.

An account that has signed Terms of Business but has no placement yet. The middle stage of the account lifecycle.

An account with at least one placement made — the final stage of the account lifecycle. (Distinct from a Contact, who is a person.)

An individual person at a company. Distinct from the account (Prospect / Signed Prospect / Client) they belong to.