Most hiring failures happen before a single candidate sees the job.
Not because of sourcing but because the role itself isn’t clearly scoped, market-aligned, or executable.
Here’s how I run intake calls that save weeks, set clear expectations, and lead to successful hires.
Key Takeaways
- Hiring failures usually begin before sourcing starts.
- A structured intake call sets realistic expectations.
- Common pitfalls: unrealistic budgets, bloated requirements, unclear process.
- A recruiter’s role is to challenge and guide, not just source.
- Well-prepared roles attract stronger candidates faster.
What a Prepared Hiring Manager Brings to the Call
Before we even launch a search, I expect hiring managers to come prepared with this 5-point checklist:
- Reason for opening the role (backfill, growth, or redesign)
- Budget aligned to market reality
- Defined must-haves vs nice-to-haves
- Interview process and panel aligned internally
- Constraints cleared with HR or Legal
👉 If these aren’t clear, we pause. Starting prematurely only wastes time and credibility.
The 3 Most Common Mistakes (and How I Fix Them)
Format: Mistake → Risk → What I Say
Mistake 1: Expecting a 10/10 profile at a 6/10 budget
- Risk: no traction, empty pipeline
- What I say: “Let’s be honest — candidates with that profile go for £85–95k. Want me to show you the latest market data?”
Mistake 2: Making everything a must-have
- Risk: chasing a unicorn profile that won’t accept your offer
- What I say: “If someone has 80% of this — what can we coach or grow?”
Mistake 3: Unclear or slow process
- Risk: losing top candidates mid-pipeline
- What I say: “Before we launch, who’s interviewing? When? What’s the plan to move fast?”
How to Make the Role Truly Attractive
Strong candidates don’t just want a job; they want a reason to choose you. During intake, I challenge managers to think about:
- Can we stretch on budget, title, or scope for the right person?
- Are there internal mobility or learning opportunities to highlight?
- What makes this team stand out (culture, mission, tech challenge)?
- Are there blockers to remove before launch?
What to Do Next
- Audit your next open role against the 5-point checklist.
- Validate budget with current market data.
- Separate true must-haves from trainable skills.
- Define a clear, fast interview process before sourcing.
- Craft the narrative: why this role and why now?
Author Note:
I’m Pierre, The French Recruiter. I help hiring managers design roles that attract the right candidates quickly and effectively.
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