01
1. Clarify and authorise
Confirm the business need, authorised owner, role criteria and scope. Record publication and confidentiality permissions separately from the commercial engagement.
Before starting, agree responsibilities, fees, milestones and the feedback channel. Avoid treating an enquiry, draft description or candidate introduction as implied agreement.
02
2. Review and prepare
Applications are assessed against the role. Optional candidate preparation can improve the clarity of evidence; it cannot manufacture experience or promise internal clearance.
Suitable candidates are asked to approve the specific submission. Material changes to the employer, role or documents require the appropriate review and renewed approval.
03
3. Consider, decide and close
The employer considers submitted profiles and controls interview qualification and hiring decisions. Provide usable feedback on role fit, process stage and any changed requirements.
Record the outcome and tell HireIQ when the vacancy is filled, paused or withdrawn. Interview coordination, offer support and post-hire services apply only where included in the agreed scope.
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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