Map evidence to the brief
Summarise experience against the agreed criteria. For each point, state what the candidate did, the scope, tools or environment, and the outcome they described. Label unverified information as candidate-reported rather than confirmed.
Explain relevant transferable experience without stretching titles or claiming a skill the person has not demonstrated. Include important gaps or questions neutrally so the client can assess them in the right stage.
Keep the introduction useful
Use a short, structured summary: role fit, relevant evidence, location and work arrangement, compensation expectations where authorised, availability if confirmed, and questions to resolve. Avoid unnecessary personal details, photographs, or protected characteristics.
Send only the version approved for this client and vacancy. Check that attachments are correct, links work, and no confidential notes from another client or process remain in the file.
Close the feedback loop
Ask the client for specific feedback against the brief, then share appropriate feedback with the candidate. If the client’s criteria have changed, document the change and confirm that the candidate remains interested before progressing.
Use repeated feedback to improve the sourcing plan. Do not convert a single rejection into a broad claim about a candidate’s ability or future prospects.
Action checklist
- Every claim maps to evidence or is clearly labelled candidate-reported.
- Summary uses agreed role criteria.
- Candidate approved sharing with this client.
- Only relevant information and the correct file are included.
- Feedback is collected and shared respectfully.