Stage 01 / Intake
Define the work before searching.
Upload or paste the JD before the call. Challenge assumptions, then capture what the client confirms.
Recruiter guide
What must this person deliver in the first 90 days?
Which requirements are essential, and why?
What evidence would demonstrate competence?
Which adjacent industries or backgrounds would you consider?
What can be trained? What would rule someone out?
Why is the role open, and what has made the search difficult?
Who decides, what are the interview steps, and when can feedback be returned?
What compensation, location, travel, schedule, and work authorization requirements are confirmed?
Edit or question every recommendation. Earlier inputs travel with the prompt; revise downstream outputs if requirements change.
Stage 02 / Search
Turn the brief into a LinkedIn project.
Review the recommendations, then copy them into LinkedIn Recruiter. Broaden or narrow the search deliberately.
Recruiter guide
Project naming: Company | Role | Location | Month
Start with titles, core skills, and location. Add industry or company filters only when justified.
Prepare a precise search and a broader alternative. Record why candidates may be excluded.
Check each filter against the fields available in your LinkedIn Recruiter account.
Edit or question every recommendation. Earlier inputs travel with the prompt; revise downstream outputs if requirements change.
Stage 03 / Outreach
Start conversations with a consistent approach.
Prepare InMail templates and a short candidate questionnaire. Send and manage responses in LinkedIn.
Recruiter guide
InMail structure: relevant reason for contact → concise role context → confirmed attraction points → simple invitation to talk.
Keep initial screening light. Ask deeper qualification questions on the call.
Use the same core questions for candidates on the same requirement; add evidence-specific follow-ups.
Edit or question every recommendation. Earlier inputs travel with the prompt; revise downstream outputs if requirements change.
Stage 04 / Candidate
Combine the résumé with the conversation.
Keep each candidate’s evidence together. Add LinkedIn content and notes; a URL alone is not profile evidence.
Recruiter guide
For each must-have: What did you personally do? In what setting? At what scale? What result did you achieve?
Clarify differences between résumé, profile, and verbal answers.
Capture motivation, compensation expectations, availability, and permission to submit.
Keep unanswered questions marked unknown.
Edit or question every recommendation. Earlier inputs travel with the prompt; revise downstream outputs if requirements change.
Stage 05 / Assessment
Make fit and evidence visible.
Review a requirement-by-requirement assessment before making a submission decision.
Recruiter guide
Assess each requirement: meets / partially meets / unclear / does not meet.
Cite the source: résumé, LinkedIn text, or screening notes.
If using a score, agree weights first and show the calculation. Keep fit separate from evidence confidence.
No automatic rejection or hidden criteria. The recruiter reviews the recommendation.
Edit or question every recommendation. Earlier inputs travel with the prompt; revise downstream outputs if requirements change.
Stage 06 / Presentation
Prepare a client-ready submission.
Produce a formatted résumé, a job-focused version, and a presentation email from approved evidence.
Recruiter guide
Preserve employers, dates, titles, qualifications, and factual meaning.
Emphasize relevant evidence without adding skills or inflating responsibilities.
Flag proposed wording changes for review; keep the original résumé as the source.
Verify compensation, availability, motivation, and consent before including them. Sending remains manual.
Edit or question every recommendation. Earlier inputs travel with the prompt; revise downstream outputs if requirements change.