1. Define the business need
Set the role, work location, decision-makers, compensation parameters and must-have experience. A direct-hire search should start after the people who will evaluate candidates agree on the brief.
2. Agree the search scope
Before sourcing, agree the role level, target profile, interview process, communication cadence and commercial terms. This prevents the search from widening every time a new resume arrives.
3. Evaluate against the same evidence
Use a consistent interview scorecard tied to the actual work. Verify bar status, references and any employer-required credentials through the appropriate official source. Do not rely on a recruiter or candidate to make a licensing determination.
A permanent hire needs a decision-ready brief
BEGHR helps employers scope direct-hire searches. The employer makes the employment decision and directly employs the hire. Scope, fee, candidate ownership, timing and any replacement terms are set in the agreed engagement before a search begins.