Net Revenue Recruitment

Step 1 of 8

Let's start with your email.

We'll use this to save your progress and send you a link so you can pick up where you left off — from any device, anytime.

Email address We'll send follow-ups and your magic link to this address.

Step 2 of 8

Tell us about the company.

Basic details so we understand who we're recruiting for.

Company name

Website

Founder

Industry

How long in business

Primary product/service

Number of employees

Size of the team The team the new hire will join.

Company legal name Exactly as it appears on the state business registry.

Can we name the company publicly in job ads?

Who signs the agreement and approves invoices?

Step 3 of 8

Compensation & role details.

Help us understand the position, requirements, and what you're offering.

Specific roles this engagement will be filling

Location Remote or in the office — state specific? Anywhere in the US? Canada?

Who does this role report to? Include their LinkedIn profile, email, and phone number.

Compensation range + benefits High/low range plus any benefits included.

Flexible compensation for the right candidate?

Quota, and is there a ramp period?

Average dollar amount of sale

Average length of sale (sales cycle)

Amount of travel

Tools/Software needed

New role or replacement? If a replacement, why did the last person leave?

Bonus: amount or %, what it's based on, and when it's paid

Exact paid time off days per year, plus holidays

Health, dental and vision: what's covered and from when

Overtime: paid or not, and at what rate

Employment type: W2, 1099 or contract

Required working hours and time zone overlap

Could this role pause, change or be cancelled in the next 60 days?

How many hires do you need over the next 6 to 12 months?

Step 4 of 8

Candidate profile.

Help us picture the right hire, and spot the wrong one early.

Must have, like to have, knockouts Knockouts = things you absolutely don't want in a candidate.

Job description link Must include core values.

1 to 2 benchmark profiles of people you'd hire again LinkedIn links.

3 reasons you'd reject someone who looks great on paper

How confident must they be in front of clients?

Any scenario or technical question to ask live on our screen?

Step 5 of 8

Interview process & communication.

So we can set candidate expectations and keep things moving quickly.

Vacation or holidays unavailable for interviews Can you share a Calendly link as well?

What are the steps in your interview process?

Turnaround time & preferred communication Turnaround once we submit a candidate, and how you'd like updates (email, phone, text).

Who are all the people involved in the interview process?

What does the onboarding / training process look like?

Can our recorded screen replace your first interview?

Can you commit to feedback within 48 hours, and who is the one feedback contact?

How should candidates be submitted (email, Slack, ATS)?

Anything candidates should not be told at screening stage?

Step 6 of 8

Sourcing.

Where we should, and shouldn't, look for candidates.

Key competitors you'd like us to source candidates from

Any companies you would NOT like us to source from?

Are you also recruiting for this role yourselves, or using other agencies?

Which candidates are already in your process, and at what stage?

Will you tell us within 2 business days if another candidate reaches final stage or gets an offer?

Step 7 of 8

Culture & growth.

This helps us sell the opportunity to top candidates.

Top 3 reasons why a candidate would like to work for your company

What does career progression look like in the company?

Biggest challenge in this role, stated honestly

Why might someone leave this role in their first year?

Step 8 of 8

Commercial terms.

So everything we've agreed is captured in writing.

Fee model, minimum fee, deposit and guarantee period

Exclusive or non-exclusive, and for how long?

Agreement and Order Form signed, and deposit paid? (dates)

Anything else we should know?

Recruiting Intake Form