Blog · For employers
How to brief a recruiter so you get a better shortlist
September 2026 · 4 min read
Start with the problem, not the job title
Most briefs begin with a position description. Better briefs begin with the problem the hire is meant to solve — a backlog of credit assessments, a finance manager leaving, a new branch opening. When a recruiter understands the problem, they can recognise candidates who have solved it before, even when their job titles do not match yours.
What a strong brief covers
- The outcome you need in the first 6 to 12 months, in plain terms
- The systems, products and regulatory environment the person will work in
- What the team looks like today and where the gaps are
- The salary range you can genuinely go to, not just the budgeted figure
- What has made previous hires in this role succeed or fail
Be honest about the trade-offs
Every role has them — location, hours, legacy systems, a team in transition. Candidates find out eventually, and a recruiter who knows the trade-offs upfront can present the role honestly and screen for people who will genuinely accept them. That is what keeps offers from falling over at the finish line.
At Stonefish Careers, the briefing conversation is where we spend the most time. It is the difference between sending CVs and sending a shortlist you can actually hire from.
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