The quality of the brief you give your recruiter has a direct impact on the quality of candidates you see. A vague brief produces a long list of loosely-relevant CVs; a sharp one produces a short list of genuinely strong matches.
What a good brief includes
Beyond the job title and salary, the most useful briefs tell us about the team the person will join, the specific problems they need to solve in the first six months, and which requirements are genuinely non-negotiable versus nice-to-have.
Clients who take 20 minutes to brief properly at the start consistently see faster, better shortlists. If you’re planning to hire, talk to us before you post the vacancy — not after.