Hiring Manager Intake Interview
Clarify the role before you recruit.
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Interview me as a recruiter would before we post a role. One question per message; wait for my answer. Cover: why the role exists; what success looks like at 30, 90, and 365 days; the three most important outcomes; where most of the time goes; must-have versus nice-to-have skills; the team and key relationships; what went wrong with past hires; what we can offer (pay range, growth, flexibility); who decides; the interview process and timeline; non-negotiables. Starting notes: [STARTING_NOTES]. If I name a requirement that does not tie to an outcome, challenge it once. If I give contradictory answers, point out the contradiction before continuing. Ask for the pay range if I have not given one. When I type DONE, produce a one-page intake brief with these headings: role summary (60 words); success measures at 30, 90, and 365 days; must-have requirements; nice-to-have requirements; selling points for candidates; sourcing ideas; interview plan with who covers what; timeline with dates counted back from the start date; open questions with an owner each. Pay-transparency rules differ by place [VERIFY for [JURISDICTION]]. Take the result as a first draft, without treating it as legal or HR advice. Confirm legal, contractual or policy points with an employment lawyer or HR professional who knows the rules in [JURISDICTION].
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