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Use this https://www.onhires.com/ kickoff template as your go-to playbook for the first sync with the client or Hiring Manager to frame a new search. The objective is alignment: who you’re hiring, why now, and how success will be evaluated. Open the template in Notion during the call and complete it live - this keeps the conversation focused, captures every decision, and demonstrates a structured, transparent approach that builds trust from minute one.

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The When: The Kickoff Meeting

This template is your secret weapon for the kickoff meeting—the initial sync with the client or Hiring Manager to define a new search.

The goal is simple: leave that meeting with total alignment on who you're looking for, why you're looking for them, and how they will be evaluated.

Open this template in Notion during your call. Filling it out in real-time not only ensures you don't miss a thing but also shows a high level of professionalism and transparency. The client sees you have a structured method.

The How-To: Filling Out The Template (Step-by-Step)

1. The High-Level Details (The Database Properties)

Before diving deep, fill out the main properties at the top of the Notion page. This is your executive summary for the role.

• Position: The name of the role. E.g., "Software Engineer (Python + AWS)".
• Client: The company's name.
• Status: Set it to Active once the meeting is over.
• Kickoff Date: Today's date (the day of the meeting).
• Hiring Manager / Assigned Recruiter: Tag the people involved.
• Seniority: Define the agreed-upon experience level.
• Ideal Closing Date: Ask the client: "Ideally, by when would you need to have this person working with you?"

2. 🎯 Role Context & Objectives (The "Why")

This is the most critical section for understanding the client's actual need. Don't just accept a list of tasks. Your role as a strategic partner is to dig deeper.

• Business Context:
  • Key questions to ask: "Why has this position opened up now? Is it a backfill or a new role? Which team will they join, and what is that team's biggest challenge today? What product or project will they be working on?"
  • What to write here: Write down the story behind the role. You will use this to "sell" the opportunity to top candidates. It's one thing to say, "looking for a developer," and another to say, "looking for a developer to lead the new payment module that will impact 100,000 users."
• Success in 3-6 Months:
  • Key questions to ask: "Let's imagine we hire the perfect person. What would they have accomplished in their first 3 to 6 months that would make everyone say, 'this was a fantastic hire'?"
  • What to write here: List concrete milestones. E.g., "Migrated X service to the cloud," "Reduced the app's loading time by 15%," "Fully integrated into the team and started proposing code improvements." This helps you find result-oriented people, not just candidates with a list of skills.

3. 👤 Desired Profile & Culture (The "Who")