July 5th, 2023 at 4:09:24 PM
When a recruiter gets a new job opening from the hiring manager, it's important that it’s crystal clear about what they're looking for in a candidate. Although it's the hiring manager's job to explain this, recruiters should do everything they can to make the process smoother.
We've put together a list of questions that we use with our clients to get a better idea of what they're after during the profiling meeting. If you're an in-house recruiter, just skip the first part of the questionnaire and use the rest to get all the details you need.
Product pitch. We ask our clients to pitch us their product as if we’re their candidates, so we can do the same during our screening calls.
Funding stage. When was the last investment round closed? This information is essential, especially in case of early stage startups.
Number of employees
Number of planned hires this year. This gives you an idea about the company’s growth ambitions.
Offices and their locations.
Clients. Is there any specific niche or geography the product is aiming at? Whose problems does it solve? Are there any well known names among the client’s list?
Culture, nationalities, team events. All of those will give you a glimpse of how the company operates on a human level, more casually speaking - what’s the vibe.
Total number of engineers and number of engineers in the hiring team, their roles. Crucial to know what kind of people the new person will be working with.
Teams setup (cross-functional or any other), frequency of the meetings
Who this person will be reporting to
Stack and infrastructure
Seniority. And what exactly does senior mean in this company / team?
Minimal tech requirements
What tasks the new hire will be working on. This will help to determine the most crucial skills.
Roadmap: what is the product and company’s development plan?
Career and professional growth opportunities
What does a person need to do over the probation period to be considered successful? How is it measured? What is the feedback sessions structure?
Examples of great profiles. Why are they great?
Benefits. Can include various benefits like health, education, bonuses, stock options.
Office or remote
Working hours. If flexible, what are the hours that the new person is supposed to overlap with the team?
Relocation package (if applicable)
Employment type (employee, contractor, EoR)
Amount of holidays per year
Potential donor companies. What companies have similar talent?
Off-limits companies - clients, partners, or companies where the talent doesn’t match the profile.
Geographical markets to target