A defined hiring goal.
A coordinated search.

A project starts with a defined set of roles and an agreed end point. It can suit a new function, a site opening, or several positions that share a talent market.

• Group roles by skills, seniority, location, and hiring urgency.
• Separate confirmed vacancies from roles still awaiting approval.
• Identify dependencies: which hire must be in place before the next?

Launching every search at once can overwhelm interview teams. Sequence the work around business priorities and the capacity to assess candidates.

• Agree intake sessions and a role-by-role scorecard.
• Set interview ownership, feedback windows, and decision checkpoints.
• Review pipeline evidence and adjust scope through an agreed process.

Before work begins, agree the deliverables, reporting, commercial terms, and handover. Timing depends on the role mix, market, and employer decisions; a project plan is not a placement guarantee.

• Specify the number and type of roles in scope.
• Agree how added, paused, or cancelled roles will be handled.
• Document remaining actions when the engagement ends.