Understand the need behind the title
Ask the hiring manager what problem the person will own, what must be delivered in the first months, and why the role is open. Confirm reporting line, team size, seniority, decision authority, and how the work is measured.
Separate essential skills from preferences. Clarify whether the team will consider adjacent experience, transferable skills, or a different industry background. This reduces wasted sourcing and makes evaluation more consistent.
Confirm the offer and constraints
Record approved compensation, currency, pay period, bonus structure, contract type, hours, location, remote rules, interview stages, and likely start date. Confirm who can change these terms and how quickly the client will review candidates.
For cross-border roles, establish where the client can employ someone and which work-authorisation questions require direct employer review. Do not promise a visa, relocation, or legal eligibility unless the employer has confirmed it.
Agree ways of working
Name a single client decision owner, response-time target, feedback format, and escalation route. Decide how duplicate candidates are handled and what information can be shared at each stage.
Write down the brief and ask the client to confirm it. Revisit the brief when the search is not producing suitable candidates instead of silently widening criteria or changing the role in conversation only.
Action checklist
- Business outcome and priority responsibilities documented.
- Must-have and flexible criteria separated.
- Approved compensation, location, and work arrangement confirmed.
- Interview steps and feedback timing agreed.
- Data-sharing permissions and client owner recorded.