Define the mandate before the search

A title is a useful starting point, but it does not explain the hire. Before an exploratory recruiting conversation, prepare a short brief that distinguishes the work the person will own from the outcomes the firm hopes to achieve.

Start with the actual need

Is the priority execution capacity, relationship development, team leadership, succession, or a specific combination? Describe what is missing today. Separate essential responsibilities from work the person might grow into.

Name the reporting line and the people who will evaluate the hire. If those decision-makers define the role differently, resolve that before presenting it to candidates.

Explain the platform

Outline the resources available to support the role: analytical support, execution colleagues, credit and compliance processes, geographic coverage, and the relevant business focus. Discuss any material constraints as openly as the strengths.

For a client-facing role, clarify expectations around relationship development and how contribution will be assessed. Do not assume a professional's current relationships or business will automatically transfer.

Make the practical terms concrete

• Location, travel, and working arrangements.
• Scope of decision-making and people-management responsibility.
• Compensation structure and how performance is evaluated.
• Interview participants and the anticipated decision process.
• Timing, transition needs, and what may be discussed publicly.

Do not present a preferred start date as a promise. Distinguish what is agreed from what still needs approval.

Define success together

Write two or three observable priorities for the first year. A new hire should understand the mandate before accepting it, and the hiring team should be able to explain how those priorities will be supported.

Protect confidential information

Prepare a version of the brief that can be discussed without identifying a confidential client, employee, or unannounced change. Agree the disclosure boundaries with your search contact.

This is a preparation checklist, not a description of an active ESP search. Discuss a hiring need with Richard.