Hiring manager intake

Field record

The twenty minutes with the hiring manager that stops the search going wrong — what the role needs, what matters, and how you would tell.

The cheapest recruiting fix there is

Almost every search that goes badly goes badly for the same reason: the recruiter and the manager never agreed what the job needed, and found out four candidates in. One sheet, filled in while you are both in the room, costs twenty minutes and prevents the expensive version of that conversation.

Must-have is an agreement, not a filter

Nothing here screens anybody. What the column does is force the conversation where a manager lists fourteen requirements and, asked which three are real, finds that most were preferences. That conversation is worth having in the room rather than in week five when you are looking at a shortlist.

Where it sits

The intake produces the job description and the question set, it is run against a requisition, and the steps that follow it are the hiring process checklist.

A record of a conversation. CompliMaint screens nobody, scores nothing, matches nothing, and never compares a candidate with a requirement. It generates no posting and states no legal requirement about how a role must be described or advertised. It gives no employment-law advice. Everything runs on your device.

Questions people ask

What is an intake for?
It is the conversation that stops a search going wrong in week three. Most recruiting failures are a recruiter and a manager who never agreed what the job needed, discovering it after four candidates. Twenty minutes and one sheet, written down while you are both in the room, is the whole intervention.
Does must-have screen anybody out?
No. Nothing in this product ever sees a candidate and a requirement in the same thought — there is no screening, no matching, no scoring and no filtering anywhere. Marking something must-have is you and the manager agreeing it matters, so that when you are looking at a shortlist you both remember what you said.
Why does it ask how you would tell?
Because a requirement nobody knows how to assess is a requirement that gets assessed on gut feel. Writing down what you would ask or what you would look for, at the moment you write the requirement, is what turns the intake into a question set rather than a wish list.
Is this a job description?
No, though one usually comes out of it. This is the conversation; the job description is the document. The intake holds things that would never go in a description — what the manager is worried about, why the last person left, what the team is actually like on a Tuesday.