Service details

A structured recruiting workflow designed for clarity, speed, and interview-ready candidates. We share what you need to provide, what we confirm, and what you receive at each stage.

Role intake (quick alignment)

You send a role brief and success criteria. We confirm scope, seniority signals, must-have vs. nice-to-have, and the hiring timeline so our sourcing stays focused.

  • Role intake checklist: what you share, what we verify
  • Interview structure draft: focus areas and evaluation signals
  • Status cadence and next-step plan

Final quotes depend on role intake scope, such as screening-only or full recruiting support.

Structured screening (signal-first)

We screen against your criteria using a consistent rubric. The goal is not volume. The goal is fit you can evaluate confidently.

  • Screening rubric matched to your requirements
  • Candidate fit summaries: strengths, gaps, and risks
  • Reference to interview readiness notes

Timelines are estimates. Employment outcomes depend on fit and your evaluation.

Shortlist curation (right people, fewer surprises)

We curate a shortlist that matches the interview loop you approved. You get a concise view of why each candidate made the cut.

  • Shortlist pack: role fit, motivation, and availability
  • Overlap notes: where candidates align with your evaluation signals
  • Candidate-respectful messaging and next-step guidance

Interview coordination (smooth handoff)

We coordinate scheduling and keep the loop moving. Candidates receive clear guidance for preparation, and you receive updates that reduce scheduling friction.

  • Interview scheduling support and communication flow
  • Interview preparation prompts tailored to the role
  • Progress updates through the decision window
See the intake checklist Review FAQs

Role intake checklist

Before we start sourcing, we confirm the inputs that make screening fair, structured, and fast. Here’s what you share.

What you provide

  1. 1
    Role overview and success measuresWhat “good” looks like in the first 30–90 days, plus the measurable outcomes you care about.
  2. 2
    Scope and must-havesCore responsibilities, non-negotiable skills, and any compliance or novaspheredigital constraints.
  3. 3
    Team contextHow the role fits, stakeholders, and collaboration expectations (e.g., roadmap, delivery cadence).
  4. 4
    Interview plan inputsInterview stages, who interviews, estimated duration, and whether you use take-home work.

What we confirm

  1. 5
    Structured screening criteriaA scoreable rubric aligned to your must-haves, so every candidate is evaluated consistently.
  2. 6
    Shortlist curation rulesHow we handle edge cases, seniority calibration, and tradeoffs between skills.
  3. 7
    Interview coordination checkpointsScheduling workflow, communication cadence, and a clear handoff from sourcing to interviews.
  4. 8
    Timing estimate and next stepWe share an estimated timeline, then confirm the exact scope for your intake tier after the role review.

No guarantees. Employment outcomes depend on role fit and your evaluation process.

See what we deliver Read the FAQ

FAQ about role intake, screening, and coordination

Timelines are estimates. Final outcomes depend on role fit and employer evaluation.

Want to move faster through structured screening and role intake alignment?

Contact us about your role intake

Let’s scope your role intake

Send a quick request and we’ll confirm what we can validate before sourcing, then coordinate screening steps and interviews.

  • Checklist intake for clarity and fit
  • Structured screening and scorecard alignment
  • Shortlist curation and interview coordination
See contact details

Request a structured intake

We’ll review your scope and share next steps. Timelines are estimates based on role intake readiness.

By submitting, you agree we’ll use your details to respond to your request.