The ICP Scoring Framework scores each prospect company against nine criteria weighted by predictive value: concurrent leadership hires (most heavily weighted), funding stage, employee count, TA team size, contact tenure, role seniority, days the role has been open, whether it has been reposted, and revenue-criticality of the open seat. Scores of 75+ indicate immediate outreach. Scores of 50–74 indicate outreach within the week. Scores below 50 indicate the prospect is not ready and should be parked until a qualifying signal appears. The framework eliminates subjective "this looks interesting" prospecting in favour of consistent, evidence-based prioritisation.
The Problem with Instinct-Based Prospecting
Most outreach targeting is based on instinct: a name looks interesting, a company seems like a fit, a LinkedIn post catches attention. Instinct-based targeting produces inconsistent outreach quality, poor conversion rates, and a pipeline dominated by prospects who happen to be visible rather than prospects who are genuinely ready to buy. The ICP Scoring Framework replaces instinct with a consistent, documented model that can be applied to any prospect in under five minutes.
"A prospect who scores 40 today may score 80 next month if they repost the role or announce a new funding round. The ICP Scoring Framework is not a reject list — it is a timing system."
ICP Scoring Criteria
| Criterion | Points | Qualifier | Skip Condition |
|---|---|---|---|
| 3+ concurrent leadership hires | 25 | Three or more VP/Director/C-suite roles open simultaneously | Zero open leadership roles = skip |
| 2 concurrent leadership hires | 20 | Two VP/Director/C-suite roles open simultaneously | (Use 25 or 20, not both) |
| Series B or C funding | 20 | Confirmed via Crunchbase within 24 months | Pre-revenue or bootstrapped = lower priority |
| 51–200 employees | 15 | Confirmed via LinkedIn Company page | 500+ employees = lower priority |
| TA team 1–3 people | 10 | Confirmed via LinkedIn People tab | Large TA team = lower priority |
| Contact in role under 12 months | 10 | Confirmed via LinkedIn; new VP People or Head of TA | Contact in role 5+ years = lower priority |
| Role open 60+ days | 10 (bonus) | Confirmed via LinkedIn Jobs date or Greenhouse/Lever post date | Fresh posting = reduce score |
| Role reposted | 10 (bonus) | Same role posted twice or under different title | First posting only = standard score |
Frequently Asked Questions
What score does a company need to qualify for immediate outreach?
A score of 75 or above qualifies for same-day outreach. Score 50–74 qualifies for outreach within the current week. Below 50, the prospect is parked and monitored — re-evaluated when a qualifying signal appears (new leadership hire posted, funding announcement, reposted role). Outreach to a sub-50 prospect wastes the relationship on a prospect who is not ready.
How long does ICP scoring take per prospect?
A full ICP score takes 5–8 minutes using the four-source verification protocol: LinkedIn Company page (employee count, industry), LinkedIn Jobs tab (open roles, posting date), LinkedIn People tab (TA team size, contact verification), and Crunchbase (funding stage). The ghost job check adds 3–5 minutes. Total: 8–13 minutes per prospect before a score is assigned.
Does the ICP Scoring Framework apply to Majhi OS prospects differently than Majhi Group prospects?
Yes. The Majhi Group ICP scores CEO prospects for executive search need. The Majhi OS ICP scores VP People, CHRO, or TA Lead prospects for hiring operations infrastructure need. The scoring criteria overlap (concurrent leadership hires, TA team size) but the contact target and the qualification signals differ. Never mix the two scoring models or contact lists.