For companies
Briefing a search – how to get the right candidates
You are hiring a recruiter? The clearer the briefing, the better the matches. This is what a recruiter needs from you – so you avoid unsuitable profiles and last-minute rejections.
Why the briefing matters
Better matches
A recruiter who knows the tasks and must-haves presents fewer but better candidates.
Faster hiring
Clear information on salary and process saves questions and rejections just before the finish line.
Convincing approach
Recruiters only win candidates if they can explain the role, the team and the prospects well.
Comparable offers
When every recruiter gets the same briefing, you can compare proposals and terms fairly.
A good briefing in five steps
- 1
Tasks and goal
What should the person achieve in the first six to twelve months? That says more than a long list of tasks.
- 2
Must-haves and nice-to-haves
No more than three to five real must-haves. Everything else is a plus – otherwise you rule out good candidates.
- 3
Salary and setting
Salary range, place of work, share of remote work, working hours and start date. Without a salary range, talks often fail at the very end.
- 4
Process and decision-makers
Who decides, how many interviews are there, and how quickly do you give feedback? Good candidates often have several offers.
- 5
Limits and confidentiality
Say whether the search is confidential and which companies must not be approached, such as clients or partners.
What an open position costs
Every week without a hire costs revenue and strains the team. A good briefing shortens the search. The vacancy cost calculator shows what the open position costs your company.
Checklist for your search mandate
These points belong in every briefing.
Title and location
Common job title, place of work and remote-work rules.
Tasks and goals
Three to five core tasks and what should be achieved after one year.
Must-haves
No more than five, each with a short reason.
Salary range
Annual gross from–to, variable pay and key benefits.
Process
Contact person, number of interviews and feedback within a few working days.
Terms
Clarify fee, due date and replacement up front.
One briefing, several recruiters
On SilentHire you post the position once: with title, type of position, location and salary range, and everything else from this checklist in the description. Several verified recruiters see the same briefing and propose candidates anonymously, each with their terms. You only release contact details when a profile fits.
The platform is free for companies. Costs only arise if you hire through a recruiter – at the fee they state up front.
Frequently asked questions about the search mandate
What belongs in a briefing for a recruiter?
The tasks and goals of the role, must-haves and nice-to-haves, salary range, place of work and remote work, start date, the selection process and the terms.
Should I tell the recruiter the salary?
Yes. Without a salary range the recruiter cannot judge who is a fit, and talks often fail at the very end.
How many must-have criteria make sense?
Three to five. Every additional must-have shrinks the pool of suitable candidates. Mention what is merely desirable as a plus.
Can I hire several recruiters at the same time?
Yes, as long as you have not agreed on exclusivity. Give them all the same briefing so the proposals are comparable.
How quickly should I respond to proposals?
Within a few working days. Good candidates often talk to several companies at once – long pauses cost you the best ones.
Last reviewed: 7 November 2026