How to brief a recruiter so you get the shortlist you actually want
The quality of a shortlist is decided in the first half hour. A short, practical guide to giving a consultant what they need.
We shortlist every new role within 24 hours, which means the quality of the brief matters enormously. The briefs that lead to fast, successful hires share a handful of characteristics.
Describe the person, not just the position
A job description lists responsibilities. A brief describes the person who will do them well. Tell us about the last person in the role, what you valued and what you would change. Tell us about the principal’s working style: fast or measured, verbal or written, hands-on or delegating. Those details narrow a search far more than a list of tasks.
Be precise about the practicalities
- Location and hours, including the honest answer about evenings and weekends.
- Hybrid or on-site, and whether that might change.
- Salary range, including bonus and benefits. A vague range attracts a vague shortlist.
- Start date and notice, so we can filter by availability.
- Reporting line, and anyone else the hire will work closely with.
Tell us what is non-negotiable
Every brief has two or three things that genuinely cannot be compromised: a language, a sector background, a qualification, a visa status. Name them. Then tell us where you are flexible. A candidate who meets every “nice to have” is rarer than one who meets every “must have” and brings something unexpected.
Decide the process before we start
How many interview stages, with whom, and how quickly will you turn feedback around? Candidates in London and Dubai are often interviewing with several employers; a process that takes three weeks between stages loses the best of them. We will manage the logistics, but the pace is yours.
Meet us
We meet every client, in person where possible. Half an hour in your office or home tells us more about culture than any form. If you are ready to brief a role, book a conversation.