Describe the result you need
Before choosing a job title, describe the work that needs to happen and the outcome the person will own. “Keep customer onboarding on track” is more useful than a vague request for someone organised.
Separate essential experience from preferences
List the capabilities the person must bring on day one, then identify what can be learned in the role. This helps keep the brief focused on the work rather than an unnecessarily long wish list.
Make the working context clear
Explain the tools, reporting relationship, time-zone overlap, decision-making responsibilities and available support. These details help both the business and the candidate assess fit.
Use a fair, relevant assessment
Ask for examples of comparable work or use a proportionate exercise related to the role. Keep evaluation criteria consistent, and avoid asking candidates to complete substantial unpaid production work.
Prepare for their first weeks
Recruitment works best when the team is ready for the hire. Define initial priorities, access requirements and the person responsible for helping them get started.
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