The quality of a shortlist depends on the quality of the brief behind it. When we have the right detail from day one, we can approach the right people straight away rather than circling back with questions.

The six things every brief needs

  1. The real job title and level. Titles vary between firms, so tell us who the person reports to and who reports to them.
  2. The must-haves. Limit this to three or four things a candidate cannot do the job without.
  3. The nice-to-haves. These help us rank candidates, but they shouldn't rule anyone out.
  4. The salary range and package. A realistic range saves time on both sides and stops strong candidates dropping out late.
  5. Working pattern and location. Office days, hybrid arrangements and travel all affect who will apply.
  6. The interview process. How many stages, who is involved and how quickly you can move.

Why speed matters

Good candidates in insurance and financial services are rarely on the market for long. A brief that answers these questions up front lets us move from first call to shortlist much faster, and gives candidates confidence that your process is well organised.

Let's get started

If you're planning a hire, tell us about the role and one of our specialists will call you to build the brief together.