Brief a recruiter on the business problem the hire solves, the real scope of the role, the honest package, the must-haves versus trade-offs, and how decisions will be made. Put it in writing, walk through it live, and agree feedback rules before the search starts.
This guide shows FM, estates and workplace leaders how to brief a recruiter so that a search starts well. It treats the brief as a decision-making tool, not an administrative step, and explains what to include and what to say out loud.
It covers the business problem behind a vacancy, honest salary conversations, the difference between must-haves and trade-offs, the process and timetable, how to instruct a recruiter, and how to give feedback that improves each shortlist.
What the guide covers
- Defining the problem the hire solves
- Writing a one-page brief and testing it live
- Being honest about pay and package
- Ranking must-haves against trade-offs
- Agreeing process, timetable and decision rights
- Setting feedback rules and calibrating the first shortlist
Related guides
Free Maxwell Stephens guides on the same subject:
- Questions to Ask a Recruiter Before You Hire Them
- How to Write an FM Job Description That Attracts Leaders
- How Retained Executive Search Works in FM
Who this resource is for
FM, estates and workplace leaders, and the HR and finance colleagues who approve their hires.
Talk to Maxwell Stephens
Maxwell Stephens is a specialist Facilities Management recruitment consultancy. If you are planning an FM, estates or workplace appointment, contact us for a confidential conversation, or read our case studies to see how comparable searches were run.