Start Here — What's the urgent mission?

• In one sentence, what's the immediate assignment you need filled?
• What is the single business outcome this role must deliver in the first 90 days? Options: Keep project on schedule, Maintain operations coverage, Deliver a specific milestone, Stabilize a system or process, Meet a regulatory deadline, Other
• What triggered this need right now? Options: Project kickoff, Planned leave/cover, Unplanned departure, Regulatory deadline, Seasonal surge, New product or rollout, Backlog spike, Other
• If we don't fill this role in the next 2–4 weeks, what will break or become more costly?
• Who internally originally requested this role and how invested are they in its success?
• How urgent is candidate presentation relative to other priorities? Options: Immediate (next 48–72 hrs), This week, Within 2 weeks, Flexible (30+ days)

Who Must Win When This Role Succeeds?

• If this role hits its targets, who will visibly benefit first—and why might that outcome surprise others?
• Which stakeholders must be satisfied for this engagement to be judged a success? Options: Hiring manager, Project sponsor, Direct team members, Compliance/legal, IT/security, Finance (budget owner), End users/customers, Other
• Which single individual has final approval authority for hire/extension/convert decisions?
• Who will work closest with the contractor day-to-day and what are their biggest expectations?
• When stakeholders disagree about priorities, what’s the usual escalation path? Options: Hiring manager resolves, Project sponsor arbitrates, Steering committee decision, HR/legal guidance, Other
• How emotionally invested is the broader team in this hire (e.g., relief, skepticism, indifference)? Options: High relief/optimism, Cautiously optimistic, Skeptical, Neutral/indifferent

What Keeps This Project From Being Ordinary?

• What recurring problems or past attempts make you doubt a quick contractor solution will stick?
• Which symptoms do you see most often (missed deadlines, poor handoffs, knowledge gaps, quality defects, stakeholder churn)? Options: Missed deadlines, Frequent rework, Knowledge silos, Quality defects/bugs, Stakeholder misalignment, Capacity overload, Other
• How long has this challenge been present and what attempts have been made to resolve it? Options: Less than 1 month, 1–3 months, 3–6 months, 6–12 months, Over a year
• What internal barriers make onboarding or productivity slower than expected? Options: Limited system access, Sparse documentation, Conflicting priorities, Lack of SME support, Complex approvals, None of the above
• Tell us about an example where a temporary hire either exceeded or failed expectations—what specifically happened?
• How does the team currently feel about bringing in external help—energized, defensive, or indifferent? Options: Energized/welcoming, Cautious but open, Resistant/defensive, Indifferent

Skills That Can't Be Negotiated

• Which three capabilities would make you stop interviewing and say, 'Hire this person now'?
• Select the technical, clinical, or functional skill areas this role must include. Options: Cloud engineering (AWS/Azure/GCP), Software development (language-specific), Data engineering/analytics, Clinical operations, Regulatory affairs, Network/security, Project/program management, Customer success/support, Finance/FP&A, Other
• Which certifications or licenses are mandatory for any candidate we present? Options: None required, Security clearance (specify level), Professional license (e.g., RN, CPA), ISO/GxP experience, Certifications (PMP, CISSP, AWS), Other
• What level of hands-on experience do you expect (years and type of exposure)? Options: Junior (0–2 years), Mid (3–5 years), Senior (6–10 years), Lead/Principal (10+ years), Prefer specific recent experience
• Which non-technical traits are essential (communication style, stakeholder influence, autonomy, documentation discipline)?
• Are there specific tools, platforms, or codebases the candidate must have worked with? List versions or modules if relevant.

How We'll Know This Is Working — Beyond 'Looks Good'

• If after 30 days you were disappointed, what measurable signs would you point to as evidence it wasn't working?
• Which of these metrics will you use to evaluate success? Options: Milestone completion, Throughput (tickets/changes), Error/defect rate, Time-to-value/productivity, Stakeholder satisfaction (NPS/score), Regulatory compliance checks, Other
• What is your target time-to-productivity for this role (how many days until independent delivery)? Options: <7 days, 7–14 days, 15–30 days, 31–60 days, Flexible
• How frequently do you want performance updates and in what format? Options: Weekly written update, Weekly call, Biweekly review, Monthly checkpoint, Ad hoc as issues arise
• Who will formally sign off that the role has met its success signals?
• Are there early warning signs we should watch so we can course-correct before 30 days?

Red Flags, Compliance, and Who Gets Access

• What compliance, security, or regulatory requirements could stop a contractor from performing immediately? Options: Background check, Security clearance, HIPAA/PHI restrictions, GxP/clinical protocols, Vendor access approvals, None of the above, Other
• What level of data or system access will the contractor require on day one? Options: No access needed, Read-only access, Limited user access, Privileged/admin access, Physical facility access
• Are there mandatory training, onboarding modules, or certifications they must complete before starting billable work? Options: None, Security training, Compliance/GxP training, Safety/onsite training, Proprietary platform training, Other
• Do any vendor, procurement, or existing contract terms limit how we can engage or convert contractors? Options: Standard SOW allowed, Requires vendor addendum, Procurement review needed, Conversion restricted by vendor policy, Unknown — needs check
• Which approvals must be in place before granting system or physical access? Options: Hiring manager, IT/security, Compliance/legal, Facilities, Finance
• If there's sensitive IP or patient data involved, what additional safeguards do you expect?

Timing, Flexibility, and The Path To Staying

• What would make you convert a contractor to full-time—and what would make you terminate early?
• What initial contract length are you targeting? Options: 1–3 months, 3–6 months, 6–12 months, 12–24 months, Open-ended/month-to-month
• How flexible is the desired start date if we can find the right candidate sooner or later? Options: Must start exact date, ± 1 week, ± 2–4 weeks, Flexible
• What are your onsite vs remote expectations and any required time-zone overlap? Options: Fully remote, Hybrid (specify days), Onsite required, Remote with daily overlap window, Other
• Are there budget or rate constraints we should know now (hourly cap, bill-rate bands, or conversion fees)?
• What notice period do you require for extending, ending, or converting the engagement? Options: 48–72 hours, 1 week, 2 weeks, 1 month, Depends on role

Let's Make This Easy — Practical Next Steps

• What's the smallest, fastest decision we can make today to move this forward (e.g., approve JD, confirm budget, identify interviewer)?
• How do you prefer to receive candidate shortlists and accompanying materials? Options: Email summary + resumes, Shared folder (Drive/SharePoint), Live presentation call, ATS link, Other
• What's your ideal turnaround for seeing qualified candidates once we start searching? Options: 24–48 hours, 3–5 business days, One week, Two weeks
• Which interview format do you prefer for first-round screenings? Options: 30-min recruiter screen, 60-min hiring manager interview, Technical take-home assessment, Live technical panel, Practical skills test
• Which documents or approvals do we need from you before presenting candidates (JD sign-off, hiring manager availability, budget confirmation)? Options: Signed JD/brief, Budget approval, Interview panel confirmed, Compliance/IT intake, Other
• Who should be our single point of contact for scheduling, feedback, and urgent issues?

• Current-State & Success Signals Alignment
• Candidate Success Profile Workshop
• Role Experience Walkthrough — Proof & Validation
• Decision & Candidate Presentation Logistics

• Sales to log agreed conversion options and escalate any non-standard commercial requests to legal/commercial for the Mutual Commit stage.
• Restate Diagnosis & Desired Future State
• Customer confirms the 30/60/90 plan maps to their success signals and accepts it as the candidate's measure of success.
• Presenters provide at least two relevant proof-case outcomes demonstrating similar impact.
• Surface and agree next steps for resolving any unknowns that would change candidate fit or onboarding needs.
• Agree on the measurement cadence and checkpoint owners for the pilot period.
• Recruiter to attach the 30/60/90 plan to each candidate packet so hiring managers can validate fit against it.
• Customer to confirm baseline metrics and provide access or reports needed to measure target outcomes.
• Operations to prepare the onboarding checklist and contingency plan and share with the customer.
• Sales/recruiting to prepare the two proof-case summaries (one pagers) to include with candidate presentations.
• Operations to confirm any background or clearance timelines that could affect start date and share required forms.
• Confirm Signed Candidate Success Profile
• Customer signs off on presentation SLA, candidate count, and required packet contents.
• Agree on interview flow, scoring use, and minimum vetting checks required before presentation.
• Assign clear owners and calendarize the candidate presentation and first interview windows.
• Document conversion-to-hire options and any special commercial terms to be handled in the Mutual Commit stage.
• Recruiter to commit to the agreed candidate presentation date and deliver candidate packets (including 30/60/90 plan and proof-case) by that date.
• Customer to provide interview panel names, availability, and scoring contacts within 48 hours.
• Review Preconditions
• Produce a signed-off Candidate Success Profile (skills, experience, deliverables, constraints).
• Agree on 30/60/90 deliverables tied to the customer's success signals and acceptance criteria.
• Create a measurable scoring rubric and pass threshold for candidate presentation.
• Identify any sourcing constraints (clearance, location) that affect candidate pool.
• Recruiting lead to convert the workshop output into a one-page Candidate Success Profile and scoring rubric and share within 24 hours.
• Customer to approve scoring weights and any mandatory disqualifiers in writing.
• Recruiter to confirm bench availability by category and estimate candidate presentation timeline (3–5 business days target).
• Operations to note onboarding or access constraints that must be completed pre-start.
• Introductions & Objective
• Create a single, agreed one-sentence current-state description.
• Document explicit, quantified consequences tied to the current state.
• Define a one-sentence future-state outcome and 3–5 measurable success signals with baselines and targets.
• List stakeholders, constraints, and decision owners required for candidate fit and access.
• Owner to circulate the finalized one-sentence current-state and future-state statements to all attendees.
• Customer to provide any supporting data (cost reports, cycle-times, incident logs) that quantify consequence within 2 business days.
• Owner to produce a short success-signal baseline table (KPI, current baseline, target, measurement cadence).
• Identify and confirm stakeholder contact list and required access/clearance needs.
• One-sentence Current State
• Draft Candidate Success Profile
• Candidate Presentation SLA & Timeline
• 30/60/90 Scenario Plan
• Interview & Vetting Process
• Proof from Prior Placements
• Map Profile to Measurable Outcomes
• Explicit Consequence Mapping
• Conversion & Commercial Options
• Scoring Rubric & Interview Criteria
• Tie Steps Back to the Problem
• Define Future State (Outcome Statement)
• Forced Validation & Unknowns
• Validation & Sign-off
• Success Signals & Baselines
• Assign Owners & Schedule Next Milestones
• Risk Mitigation & Escalation Paths
• Constraints & Stakeholders

• Deliver 3–5 Qualified Candidate Profiles
• Provide Contractor Engagement Agreement
• Onboard Contractor to Client Systems
• Manage Contractor Payroll and Invoicing
• Administer Weekly Timekeeping Submissions
• Provide Workers' Compensation and Insurance Coverage
• Verify Licenses and Professional Credentials
• Prepare Compliance and Credentialing Package
• Facilitate Contract-to-Hire Conversion Paperwork
• Supply Recruiter Candidate Briefs
• Provision Remote Equipment and Asset Tracking
• Handle Payroll Tax Withholding and Reporting
• Provision Client Site Access and Security Badges
• Deliver Replacement Candidate Within Service SLA

Deliver 3–5 Qualified Candidate Profiles

• Do you want the vendor to deliver 3–5 qualified candidate profiles for this role? Options: Yes, No
• What is your required candidate presentation SLA? Options: 1 business day, 2 business days, 3–5 business days, Custom
• Which candidate attributes are absolute must-haves (skills, certifications, clearance, experience)?
• Which candidate attributes are preferred but not mandatory?
• Do you require role-specific assessments or scorecards (e.g., coding test, clinical case study)? Options: Yes, No
• How should candidate profiles be delivered to your team? Options: PDF brief, Recruiter brief in app, Live presentation, Video summary, Other

Provide Contractor Engagement Agreement

• Do you require a standard contractor engagement agreement prepared by the vendor? Options: Yes, No
• Should the agreement include client-specific clauses (e.g., IP assignment, confidentiality, data protection)? Options: Yes, No
• What contract length categories should the agreement support? Options: Short-term (up to 3 months), Medium (3–12 months), Long-term (12–24 months), Other/Custom
• Do you require a specific notice period or termination terms in the agreement? Options: Yes, No
• Please list any mandatory insurance, indemnity, or regulatory clauses that must be included.
• Should conversion-to-hire terms and fees be pre-defined in the engagement agreement? Options: Yes, No

Onboard Contractor to Client Systems

• Do you need the vendor to onboard contractors to client systems (VPN, SaaS, internal apps)? Options: Yes, No
• Which systems or platforms require access for this role (list names and access level needed)?
• What onboarding timeline do you require before the contractor starts productive work? Options: Same day, 1–3 business days, 4–7 business days, Custom
• Are there mandatory training, certifications or client-specific orientation sessions the contractor must complete? Options: Yes, No
• Who will be the client owner(s) responsible for granting system access and completing approvals?
• Do you require proof of successful access (screenshot, access log, system account ID)? Options: Yes, No

Manage Contractor Payroll and Invoicing

• Would you like the vendor to manage contractor payroll and invoice the client? Options: Yes, No
• What payment frequency do you require for contractor payroll (vendor to pay contractor)? Options: Weekly, Bi-weekly, Monthly, Other
• Should invoices be submitted on an hourly or fixed-price basis? Options: Hourly, Fixed-price, Monthly retainer, Other
• In which currency should payroll and invoicing be processed? Options: USD, Local currency (specify), Multi-currency
• Do you require timesheet approval workflows and PO numbers to match invoices? Options: Yes, No
• Are there client-specific billing codes or cost-center requirements to include on invoices? Options: Yes, No

Administer Weekly Timekeeping Submissions

• Do you require weekly timekeeping submissions for contractors? Options: Yes, No
• Which timekeeping method do you prefer? Options: Web timesheet, Mobile app, Spreadsheet upload, Other
• Who will approve weekly timesheets on the client side and what is the approval SLA?
• How should overtime or non-standard hours be handled and approved?
• Do you require integrations between timekeeping and payroll or your ERP? Options: Yes, No
• Are there rounding, minimum increment, or time-entry policies the vendor should enforce? Options: Yes, No

Provide Workers' Compensation and Insurance Coverage

• Do you require the vendor to provide workers' compensation and insurance coverage for the contractor? Options: Yes, No
• What minimum insurance limits or policy types must be met (e.g., general liability, professional liability)?
• Should the client be listed as certificate holder or additional insured? Options: Yes, No, Unsure—please advise
• Are there jurisdictional or regulatory insurance requirements we must meet for this assignment? Options: Yes, No
• Do you require proof of coverage prior to onsite access or first billable day? Options: Yes, No
• How should claims or incidents be reported and escalated between vendor and client?

Verify Licenses and Professional Credentials

• Are there required professional licenses or credentials for this role that must be verified? Options: Yes, No
• Please list the exact licenses or certifications to verify (include issuing body and license numbers if known).
• Do you require primary-source verification (checking issuing authority) or will candidate-provided copies suffice? Options: Primary-source verification, Candidate-provided copies, Both
• Should verifications include expiry monitoring and automatic re-checks during long assignments? Options: Yes, No
• Who is the client contact for credential disputes or follow-up verification questions?
• Will the vendor bear verification costs or should the client reimburse specific fees? Options: Vendor covers costs, Client reimburses fees, Discuss case-by-case

Prepare Compliance and Credentialing Package

• Do you require a full compliance and credentialing package (background check, drug screen, training records)? Options: Yes, No
• What background check level is required? Options: Identity check only, Standard background (criminal + SSN), Enhanced (education, employment, global checks)
• Are any role-specific checks required (e.g., criminal + adverse action, healthcare sanctions, OIG/GSA exclusions)? Options: Yes, No
• Do you require drug screening, TB tests, immunizations, or health attestations? Options: Yes, No
• What is the acceptable turnaround time for full credentialing prior to start date? Options: 24–48 hours, 3–5 business days, 1–2 weeks, Custom
• Should the credentialing package be delivered as a single file or via secure portal access? Options: Single file (PDF), Secure portal link, Both

Facilitate Contract-to-Hire Conversion Paperwork

• Do you want the vendor to manage contract-to-hire conversion paperwork when a contractor transitions to permanent hire? Options: Yes, No
• What conversion fee structure do you prefer? Options: Flat fee, Percentage of annual salary, Time-based (reduced over contract months), No fee
• What is the target timeline from conversion decision to permanent start date? Options: Immediate, 2 weeks, 30 days, Custom
• Who will be responsible for final offer approvals and HR onboarding on the client side?
• Do you require assistance with transition tasks (benefits enrollment, payroll transfer, exit from vendor payroll)? Options: Yes, No
• Are there any restrictions or blackout periods when conversions are not allowed? Options: Yes, No

Supply Recruiter Candidate Briefs

• Do you want recruiter candidate briefs accompanying each profile? Options: Yes, No
• Which elements must be included in the brief (resume, summary, interview notes, salary expectations, references)? Options: Resume, Recruiter summary, Interview notes, Salary expectations, References, Other
• What format do you prefer for briefs? Options: Structured fields in app, PDF one-pager, Email summary, Other
• Should briefs include an objective assessment or scorecard against the role success criteria? Options: Yes, No
• Do you require recruiter-sourced feedback on candidate availability and notice period? Options: Yes, No
• Would you like automated flags for candidates with prior client history or conflict-of-interest notes? Options: Yes, No

• Non-Disclosure Agreement (NDA)
• Master Staffing Agreement (MSA)
• Statement of Work (SOW)
• Candidate Presentation SLA
• Offer & Candidate Acceptance
• Background Check & Authorization
• Rate Card & Fee Schedule
• Payment Terms & Invoicing
• Conversion-to-Hire Terms
• Insurance, Liability & Indemnity
• Data Processing & Privacy Addendum (DPA)
• Change Order & Scope Amendment
• Termination & Offboarding Agreement
• Onboarding Checklist & Assignment Acceptance

• 30-Day Performance Checkpoint
• Stakeholder Feedback & Retrospective
• Extension & Conversion Decision Meeting
• Onboarding for Conversion / Transition Handover
• Contract Closeout & Lessons Learned

• Instruct legal/HR to prepare or amend contract and confirm compliance checks are complete.
• Identify any operational changes needed to improve outcomes if the engagement continues.
• Consolidate stakeholder scorecards and upload summary to the shared tracker.
• Produce a one-page recommendation memo with evidence and circulate to decision-makers.
• If gaps identified, define corrective actions (owners, timeline) and add to tracker.
• Notify recruiter/ops of recommended path and request candidate availability/status.
• Review Recommendation & Evidence
• Arrive at a clear, documented decision (extend/convert/terminate).
• Agree and document commercial, legal, and timing terms required to execute the decision.
• Assign owners and deadlines for the execution plan to avoid delays.
• Generate and send extension or conversion offer including terms and deadlines.
• Final Performance Summary & KPI Review
• Update the shared tracker with decision, owners, timeline, and status.
• Notify relevant stakeholders of the decision and next steps.
• Confirm Offer Acceptance & Start/Transition Dates
• Complete a detailed KT and onboarding plan with owners and dates.
• Ensure all operational items (access, compliance, equipment) are assigned and scheduled.
• Set measurable 30/60/90 day objectives for the converted/extended assignment.
• Assign KT tasks with deadlines and upload the KT checklist to the shared tracker.
• Create system access requests and schedule provisioning with IT/security.
• Enroll the candidate in required training and calendar 30/60/90 check-ins.
• Update HR/people ops records and confirm payroll/start paperwork if conversion.
• Complete all administrative closeout items and confirm contractual closure.
• Capture and document lessons learned and specific recommendations for future placements.
• Update shared tracker and bench with final performance data and disposition.
• Finalize and approve the last invoice and confirm payment schedule.
• Collect and store exit feedback from contractor and hiring manager in the tracker.
• Update the candidate's bench profile with performance notes, tags, and rehire/convert recommendations.
• Close out tasks in the shared tracker and mark the engagement closed.
• Introductions & Objective
• Verify contractor performance against each agreed success signal with evidence.
• Surface and document immediate blockers and remediation steps with assigned owners.
• Set a clear follow-up cadence and measurable short-term targets.
• Record performance ratings and evidence into the shared tracker with owner and due dates.
• Assign remediation tasks (training, pairing, process changes) to owners and schedule completion checkpoints.
• Communicate consolidated feedback to the contractor and recruiter within 24–48 hours.
• Schedule the 60-day follow-up checkpoint on calendars.
• Recap Role Objectives and Success Signals
• Capture standardized, evidence-based feedback from all relevant stakeholders.
• Translate feedback into a clear recommendation (extend/convert/terminate) and the rationale.
• Review Success Signals & KPIs
• Knowledge Transfer (KT) Plan & Checklist
• Commercial Terms Review
• Structured Stakeholder Feedback (Scorecard)
• Administrative Closeout (Invoicing, Equipment, Access)
• Synthesize Themes (Strengths & Gaps)
• Contractor Self-Assessment
• Legal / HR & Compliance Checks
• Systems Access, Equipment & Compliance Tasks
• Exit Feedback from Contractor & Manager
• Business Impact & Consequence Discussion
• Lessons Learned & Process Improvements
• Training & 30/60/90 Day Success Metrics
• Manager / Team Feedback with Examples
• Candidate Preference & Timing
• Risks, Blockers & Escalations
• Escalation Paths & Role Ownership
• Archive Records & Update Bench Profile
• Preliminary Recommendation & Criteria for Decision
• Decision & Execution Plan