A structured client intake form for opening a search: role context, must-haves versus nice-to-haves, compensation band, interview process, and who actually decides. Run it live with the hiring manager.
A search is won or lost at intake. This form turns the kickoff call with the hiring manager into a structured brief you can search against, calibrate with, and hold the client to when priorities drift. Complete it live — the follow-up questions are where the real profile emerges.
| Question | Answer |
|---|---|
| Role title and level | {{Title and seniority}} |
| Why is this role open — growth, backfill, or new function? | {{Reason the role exists}} |
| What does success look like at 6 and 12 months? | {{Success outcomes}} |
| Team it joins, reporting line, and team size | {{Team and reporting}} |
| Location, remote policy, and time-zone overlap needed | {{Location and remote policy}} |
| What happens if the role stays unfilled for 3 months? | {{Cost of vacancy}} |
Force-rank these. If everything is a must-have, nothing is.
| Priority | Requirement | How it will be assessed |
|---|---|---|
| Must-have 1 | {{Non-negotiable skill or experience}} | {{Evidence to look for}} |
| Must-have 2 | {{Non-negotiable skill or experience}} | {{Evidence to look for}} |
| Must-have 3 | {{Non-negotiable skill or experience}} | {{Evidence to look for}} |
| Nice-to-have | {{Trades-off-able skill}} | {{Evidence to look for}} |
Ask directly: "Which of these would you drop for an otherwise exceptional candidate?" The answer is the real spec.
Not legal advice
This template is provided for general informational purposes only and is not legal advice. Laws differ by jurisdiction and change over time — have a qualified professional review any document before you rely on it.
A candidate's informed consent for a recruiting firm to store and process their personal data for recruitment purposes: what is collected, why, who sees it, how long it is kept, and how to withdraw.
A pre-submission verification checklist for recruiters: skills evidence, logistics, compensation alignment, motivation, and references — so every candidate you present survives client scrutiny.
Per-submission terms between a recruiter and a client for one named candidate: the ownership window, what triggers the fee, and confidentiality of the candidate's identity. Use it when there is no umbrella agreement in place.
A success-fee search agreement between a recruiting firm and a client covering the fee percentage, candidate ownership window, guarantee period, and replacement terms. Sign it before the first candidate is submitted.
How a recruiter manages offer negotiation between client and candidate without losing either: pre-closing, presenting the offer, handling counters, and defusing the counteroffer at the current employer.
Standard replacement and refund guarantee language recruiters can attach to their agreements, with model clauses, a pro-rated refund schedule, and the exclusions that keep the guarantee fair.