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Job Intake Form for Recruiters

What do you need to agree with the hiring manager before you start the search?

Run the job intake meeting from one form: role, package, visa sponsorship, nationality requirements, must-haves, interview process, timeline and fee terms — then send the hiring manager the agreed brief.

How the brief is organised

Five sections in the order the conversation usually runs: the role (location, reason, headcount, reporting line), package and eligibility (salary range, allowances, visa sponsorship, nationality requirement), the ideal candidate (must-haves, nice-to-haves, deal-breakers, target companies), the process (interview stages, decision maker, feedback time, start date) and commercial terms. Blank lines remain for points to settle in the meeting, and the brief ends with a sign-off line for the hiring manager.

Must-have: A requirement without which you won't interview — keep it to a few.
Deal-breaker: Something that rules a candidate out, such as a notice period over three months.
Exclusive search: Only your agency works the role for an agreed period.

Gulf-specific questions to settle

Topic	Ask
Visa	Will you sponsor, or only take transferable visas?
Nationality	Is this a Saudized profession or counted for Emiratisation?
Package	Which allowances are included — housing, transport, tickets, family medical?
Notice	What's the latest start date you can accept?

After the meeting

Send the brief to the hiring manager the same day and ask them to confirm it.
Base nationality requirements on the law, not preference — and say so in the ad.
Revisit the brief if you get no interviews from the first shortlist.

Turn the brief into an ad

Write the advert with the job description generator, and check nationality rules with the Saudized jobs list or the Emiratisation calculator.

Frequently asked questions

What questions should a recruiter ask in an intake meeting?

Why the role is open and what success looks like; the salary range and the full package; visa sponsorship and any nationality requirement; true must-haves versus nice-to-haves and deal-breakers; companies to target and to avoid; the interview stages, who decides and how fast they give feedback; the target start date; and the commercial terms. The form covers each one.

Why ask about visa sponsorship and nationality?

They decide who you can present. A role without sponsorship needs candidates already holding a visa; a role in a Saudized profession or one that counts toward Emiratisation may need nationals. Agree this at intake, and confirm the legal basis for any nationality requirement before you advertise it.

What is a CV feedback SLA?

The time the hiring manager commits to give feedback on CVs you send — for example 48 hours. Good candidates in the Gulf often have several processes running; slow feedback is a common reason searches fail.

Can in-house recruiters use this form?

Yes. Skip the commercial terms and use it to agree the brief with the hiring manager before you write the ad.

Hiring for several roles or clients? Lock in the volume price now.

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Free HR tool · No sign-up

Job Intake Form for Recruiters

What do you need to agree with the hiring manager before you start the search?

Step 1 · Role2/8

Client / department

Hiring manager

Intake date

Role title

Location

Reason for hire

Number of hires

Reports to

Step 2 · Package & eligibility2/4

Salary range (monthly)

Allowances & benefits

Visa sponsorship

YesNoTransfer only

Nationality requirement

OpenNationals preferredNationals only

Saudized professions and Emiratisation targets can make this a legal requirement.

Step 3 · Ideal candidate0/3

Must-haves

Nice-to-haves

Deal-breakers

Step 4 · Process & terms1/6

Interview stages & who is involved

Final decision maker

Target start date

Fee & terms agreed

Search type

ExclusiveSharedRetained

Feedback on CVs within

JOB INTAKE

JOB INTAKE BRIEF — [Role title] (to fill in) Client: [Client / department] (to fill in) · Hiring manager: [Hiring manager] (to fill in) · Intake date: [Date] (to fill in)

THE ROLE Location: [Location] (to fill in) Reason for hire: New role Number of hires: 1 Reports to: [Reports to] (to fill in) Selling points of the role (why would someone move?): ____________________

PACKAGE AND ELIGIBILITY Salary range (monthly): [Salary range (monthly)] (to fill in) Allowances & benefits: [Allowances & benefits] (to fill in) Visa sponsorship: Yes Nationality requirement: Open to all

IDEAL CANDIDATE Must-haves: [Must-haves] (to fill in)

Nice-to-haves: [Nice-to-haves] (to fill in)

Deal-breakers: [Deal-breakers] (to fill in)

Target companies to approach: ____________________ Companies NOT to approach: ____________________

PROCESS Interview stages: [Interview stages & who is involved] (to fill in) Final decision maker: [Final decision maker] (to fill in) Feedback on CVs within: [Feedback on CVs within] (to fill in) Target start date: [Target start] (to fill in)

COMMERCIAL TERMS Search type: Exclusive Fee & terms: [Fee & terms agreed] (to fill in)

Agreed by (hiring manager): ____________________ Date: ____________

Agree the brief with the hiring manager before you start sourcing, and send them a copy.

14 fields still show as [highlighted placeholders] — fill them in or edit after copying.

How the brief is organised

Must-have: A requirement without which you won't interview — keep it to a few.
Deal-breaker: Something that rules a candidate out, such as a notice period over three months.
Exclusive search: Only your agency works the role for an agreed period.

Gulf-specific questions to settle

Topic	Ask
Visa	Will you sponsor, or only take transferable visas?
Nationality	Is this a Saudized profession or counted for Emiratisation?
Package	Which allowances are included — housing, transport, tickets, family medical?
Notice	What's the latest start date you can accept?

After the meeting

Send the brief to the hiring manager the same day and ask them to confirm it.
Base nationality requirements on the law, not preference — and say so in the ad.
Revisit the brief if you get no interviews from the first shortlist.