01
Build the role brief
Describe the business problem, first-year priorities, reporting line, decision authority, team and operating scale. Separate essential experience from preferences that can be learned.
Confirm location, working arrangements, travel, compensation range, notice-period constraints and the people who own each decision. Flag any constraints before profiles are considered.
02
Agree the engagement
Confirm whether the assignment includes role clarification, candidate research, application review, employer submission or interview coordination. These are scoped activities, not automatic inclusions.
Agree ownership, updates, feedback expectations and commercial terms before work starts. Any exclusivity, replacement provision or additional assessment must be expressly documented.
03
Review evidence and make decisions
Assess relevant scope, results and context rather than polished wording alone. Ask the candidate to substantiate material claims and use a consistent interview process.
Tell the team promptly when priorities change, a candidate is already in process, the role is filled or the search is paused. A changed role may require a fresh brief and candidate approval.
Discuss the right scope
Use the existing enquiry route for a broad, non-sensitive brief. Do not send candidate or employee records at this stage.
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