Quick orientation: the role, timing, and stakes

• Tell me about the assignment that triggered this request, including the project name, main deliverable, and why it cannot wait for a permanent hire
• Name the role title you are hiring for and the single most critical responsibility for week one Options: Project lead, Specialist contributor, Clinical practitioner, Administrative support, Other
• Estimate the target start window you need the contractor to begin, and choose the closest option Options: Within 3 business days, Within 1 week, Within 2 weeks, Within 4 weeks, Flexible
• How soon does the person need to reach baseline productivity for the assignment to stay on schedule Options: Within 1 week, Within 2 weeks, Within 4 weeks, Longer than 4 weeks
• Which concrete artifacts can you share right now to speed vetting, for example the job spec, project brief, success metrics, or an incumbent's handoff notes Options: Job spec, Project brief/charter, Success metrics/KPIs, Incumbent handoff notes, No artifacts ready
• If you could prioritize one candidate attribute above all others for this assignment, which would it be Options: Domain expertise, Immediate availability, Specific certification/license, Past similar project experience, Cultural fit with team

Where this gap actually hurts the most

• What single recent incident or missed deadline made you decide to bring in contract help now
• Estimate the business impact when this skill gap stays open for another month, in terms of dollars, milestones delayed, or regulatory exposure Options: $0–$10k, $10k–$50k, $50k–$250k, $250k+, Not sure
• Which internal owners feel the pressure most when this role is empty, and how do they usually raise concerns Options: Project manager, Department director, Compliance/QA, Product owner, Other
• Share a recent example of a time the team tried to cover this work internally and what broke downstream
• Describe the quality threshold that would force you to stop a hire or send a candidate back for replacement Options: Misses required certification, Fails technical screen, Unacceptable references, Availability mismatch, Other
• What single unresolved risk would make you pause this engagement altogether

The other options you're weighing right now

• What single alternative are you most likely to choose if you do not engage outside help Options: Internal redeployment, Overtime for current staff, Permanent hire, Generalist temp agency, Pause the project
• Name the incumbent supplier or internal team currently covering this work, if any, and the biggest reason you might stick with them Options: Internal team, Existing staffing provider, No current cover
• Estimate how long your internal option would take to fill the gap versus engaging external specialists Options: Faster internally, About the same, Faster with external specialists, Not sure
• Are there people inside your organization proposing to solve this without a vendor, and if so what plan have they offered Options: Yes, redeploy headcount, Yes, hire permanently, No internal proposal, Other
• Which criteria would need to be true about the current approach for you to keep it instead of changing to an external specialist Options: Start date met, Same skill level, Lower cost, No contract required, Other
• If an external provider could present qualified, available candidates within your target start window, how would that change which option you choose Options: I would engage immediately, I would compare proposals, No change, Unsure

Who actually decides and who stalls

• What single decision or approval normally determines whether a staffing engagement moves forward Options: Budget signoff, Hiring manager approval, Procurement/Legal, Stakeholder consensus, Other
• Who will need to review candidate resumes and conduct interviews, and who signs the final purchase or SOW Options: Hiring manager, Department director, Procurement, Legal, Other
• When your team has tried to expedite hires before, where does the process usually slow down Options: Budget approval, Legal review, Scheduling interviews, Security clearances, Other
• Describe any hard dates driven by stakeholders that will not move, such as an audit, launch, or regulatory deadline
• On a scale of urgency, how quickly would you expect procurement and legal to turn standard staffing terms in a typical case Options: 48 hours, 3–5 business days, 1–2 weeks, Longer than 2 weeks
• If you had a fully qualified candidate ready to start on your target date, who in your approval chain could block the engagement and why

What success must prove—agreement on outcomes and acceptance

• What single measurable outcome will prove this engagement successful at the three month mark
• How will you measure time-to-productivity for this role, and which metric matters most: billable hours, task completion, defect rate, or stakeholder signoff Options: Billable hours/productivity, Task completion on schedule, Error or defect reduction, Stakeholder acceptance signoff, Other
• Which deliverables or milestones must be in place before you consider the assignment accepted Options: Initial ramp plan, Completed milestone A, Quality review passed, Knowledge transfer completed, Other
• Describe the acceptable conversion path to permanent hire, including any fee thresholds or evaluation windows you require Options: Standard conversion after 90 days, Conversion with fee, No conversion option, Undecided
• And how would a successful short pilot change your willingness to commit to a longer or permanent arrangement Options: Sign same week, Require internal review, Need additional metrics, No change
• If the candidate meets your three month success metric, what internal step would immediately follow and who has authority to trigger it

Operational readiness and gating facts we must validate

• Which background checks, certifications, or credential verifications are mandatory before the contractor can start Options: Criminal background check, Drug screening, Professional license verification, Security clearance, None required
• Which internal systems or tools must the contractor access on day one, for example your EHR, ticketing platform, or ERP Options: Electronic health record, Project management tool, ERP/financial system, Internal database, None
• How many days of lead time does your IT or security team require to provision access and accounts Options: Same day, 1–2 business days, 3–5 business days, More than 5 business days
• Which approvals, regulatory checks, or facility clearances are likely to block a start date and who manages them Options: Compliance approval, Facility/site clearance, Regulatory signoff, No formal approvals needed
• Does your organization require candidates to be employees of a staffing firm for payroll reasons or can you accept 1099 or contractor classifications Options: Staffing firm employee required, 1099 acceptable, Either, Unsure
• What single operational prerequisite, if not satisfied, would prevent us from placing a candidate on your timeline

Credentials, compliance, and hardest excuses to overcome

• Which compliance or credential failures in a candidate would immediately disqualify them for this assignment Options: Missing license, Failed background, Incomplete training, Conflicting employment terms, Other
• How do you typically verify references and who on your side is responsible for follow up Options: We check 2 references, We check 3+ references, We rely on provider verification, Other
• Tell me about any insurance, indemnity, or contract terms your legal team insists on for contingent workers Options: Standard staffing terms, Higher indemnity required, Specific insurance limits, No special terms
• Are there regulatory windows or audits coming that create immovable gates for who can work on this project Options: Yes, audit/regulatory deadline, No immediate audit, Unsure
• Which training or site orientation must a contractor complete before independent work begins Options: Safety/site orientation, Data protection training, Project-specific onboarding, None required
• If a candidate fails to meet a credential gate after starting, what is your preferred remediation: replace, remediate, or pause work Options: Replace immediately, Remediate while working, Pause until cleared, Other

Start logistics: who, where, and how day one looks

• Who will be the contractor's primary point of contact and who handles day-to-day task assignments Options: Hiring manager, Project lead, Team supervisor, Other
• When the contractor arrives on day one, which orientation items must be completed before they can begin billable work Options: Security badge, System access, Site safety briefing, Intro to team
• Which timekeeping and expense processes should the contractor use and who approves timesheets Options: Internal timekeeping system, Provider timekeeping, Manager signs timesheets, Other
• Describe the handoff process for ongoing tasks from the incumbent or team to the contractor
• On average, how often do you expect check-ins during the first 30 days Options: Daily, Twice weekly, Weekly, Biweekly
• If the contractor cannot start on the agreed date, what impact would that create and who has authority to accept a new date

Next steps and deal accelerators

• Which single commitment from an external provider would make you say yes this week, for example guaranteed start date, replacement policy, or sample candidate profile Options: Guaranteed start date, Replacement guarantee, Pre-vetted candidate shortlist, Conversion fee cap, Other
• How many qualified candidates would you want to see before you feel comfortable moving to interviews Options: 1, 2, 3, 4+
• Walk me through your ideal timeline from candidate presentation to decision, with milestones and typical time each step takes
• Identify the smallest pilot or trial we could run that would prove value for you quickly Options: 1-week proof of work, 2-week trial, 30-day ramp, Start with one deliverable
• Rate how ready your team is to proceed if the operational gates are cleared Options: Ready now, Ready in 1 week, Ready in 2–4 weeks, Not ready
• If everything aligns on skills, timing, and access, what is the one internal step that still could delay or stop the engagement

• Talent Delivery Walkthrough

• Confirm the current state and its cost to your team
• You confirm the demonstrated sourcing workflow can deliver qualified specialists for the example role within the promised timeline.
• Provide the role brief including must-have skills, screening requirements, target start window, and any hard constraints.
• Seller to deliver a sample shortlisted candidate pack for the discussed role within three business days, including scorecards and reference summaries.
• Walk through sourcing for one of your real roles
• You confirm the vetting package provides the screening and productivity signals you need to decide quickly.
• Show the vetting and presentation package using your scenario
• You confirm the presented conversion terms align with your risk tolerance and decision-makers' expectations.
• Confirm the buying committee members and the timeline for a conversion decision after candidate trial period.
• You agree on the remaining evidence and timing required before a contract commitment.
• Confirm expected presentation timing and shortlist cadence
• Review conversion-to-permanent options with the example role
• Forced validation, confirm this maps to your need
• Agree the next evidence steps toward decision

• Talent Delivery Walkthrough
• Talent Delivery Deck
• Talent Delivery Solution Brief

• meeting
• slides
• document

• Present qualified candidate shortlist within 3–5 days
• Deliver detailed candidate profiles and CV packages
• Conduct structured phone and technical screens
• Administer role-specific skills validation tests
• Verify education, certifications, and licensure
• Perform background and criminal record checks
• Draft and execute standard staffing contracts
• Manage contractor payroll and tax compliance
• Provide timekeeping and invoicing services
• Onboard contractor with compliance documentation
• Administer contract-to-permanent conversion process
• Provide replacement candidate under guarantee period
• Maintain access to pre-vetted specialist bench
• Coordinate workers' compensation and liability coverage

Present qualified candidate shortlist within 3–5 days

• How quickly must the first candidate be available to start after offer acceptance (in business days)? Options: 0–3, 4–7, 8–14, More than 14
• How many shortlisted candidates do you expect per open role to evaluate within the 3–5 day window? Options: 1, 2–3, 4–6, 7+
• What seniority level and title should match the job description (example: Senior Network Engineer, 5+ years), list titles and minimum years of experience
• What bill rate ceiling and floor (hourly or daily) should we adhere to when presenting candidates for this role?
• Which clearance or access requirement must candidates already hold (example: Public Trust, Secret) or be eligible to obtain? Options: No clearance required, Public Trust / Equivalent, Secret, Top Secret / SCI, Other
• Are remote or hybrid candidates acceptable for this assignment or is on-site presence required on day one? Options: Fully remote allowed, Hybrid (specify days on-site), On-site only

Deliver detailed candidate profiles and CV packages

• What specific artifacts must each candidate package include from your perspective (example: resume, targeted cover note referencing the job description, portfolio PDF, project summaries)?
• What minimum CV detail do you require for verification (example: month/year ranges per role, employer contact for references, specific project deliverables)?
• Which redaction or privacy rules should be applied to CVs before delivery (example: remove SSNs, redact current employer contact until offer)? Options: No redaction, Redact SSN only, Redact current employer contact until offer, Custom - specify in free text
• How would you like candidate portfolios or code samples delivered (example: Git link, PDF attachments, screened excerpts)? Options: PDF attachments, Secure link to sample workspace, Git/Repo link, Not required
• Do you require pre-submission reference checks included in the CV package (phone reference with verbatim notes)? Options: Yes, include at least 2 references, Yes, include 1 reference, No, references on request
• Which ATS or applicant tracking ID should be recorded on profiles so your team can align candidates with existing requisitions?

Conduct structured phone and technical screens

• Which screening steps should be performed before submission (example: 30-minute phone fit screen, 60-minute technical screen with sample scenario)? Options: Phone fit + technical screen, Phone fit only, Technical screen only, No pre-submission screens
• Which role-specific technical topics must be covered in the screen (example: SQL query optimization, HIPAA-compliant charting workflows, regulatory reporting templates)?
• Who on your side will validate technical-screen outcomes or score tie-breakers (example: your senior engineer or clinical lead)?
• How long should each structured screen be and what maximum elapsed time between screen and candidate presentation is acceptable? Options: 15–30 minutes, 31–60 minutes, 61–90 minutes
• What numeric score or minimum pass threshold on the technical screen defines a candidate as qualified for presentation (0–100)? Options: 70+, 80+, 90+, No numeric threshold; buyer will review qualitatively
• Are language skills or client-facing communication assessments required within the phone screen (example: business-level English, bilingual Spanish)? Options: Yes - business-level required, Yes - multilingual required (specify), No

Administer role-specific skills validation tests

• Which concrete validation tests should be used for this role (example: 2-hour coding challenge, clinical vignette assessment, Excel modeling exercise)?
• Which delivery method do you require for tests: live proctored session, take-home timed task, or automated platform assessment? Options: Proctored live session, Timed take-home assignment, Automated platform test, No test required
• What minimum pass rate or score on the role-specific test will you accept for candidate progression? Options: 70%, 80%, 90%, Qualitative review by buyer
• Do you require that tests include real data or anonymized client scenarios drawn from your typical project deliverables (example: anonymized patient chart, anonymized production dataset)? Options: Yes - anonymized client scenario required, Yes - generic industry scenario acceptable, No real-data scenarios required
• Should test results and scoring rubrics be included in the candidate package for your review? Options: Yes, include full rubric and candidate score, Include pass/fail only, No, provide summary only
• Will you require re-testing for conversion-to-permanent candidates prior to offer (for skills revalidation)? Options: Yes, No, Decide case-by-case

Verify education, certifications, and licensure

• List the exact certifications, licenses, or credentials required for the role (example: RN state license, PMP, CISSP) and the issuing jurisdiction where applicable
• Which primary-source verification methods do you require (example: state board lookup, issuing body portal, scanned certificate with license number)? Options: Primary-source verification required, Scanned certificates acceptable with follow-up, Buyer will verify independently
• What expiry-window is acceptable for credentials (example: license must be valid for at least 6 months from start date)? Options: Valid on start date, Valid + 3 months, Valid + 6 months, Custom - specify
• Do you require verification of continuing education or maintenance credits for certifications (example: CME hours for clinicians)? Options: Yes, No, Only for specific certs
• Should credential verification include credential ID and issuing board contact included in the candidate package? Options: Yes, include ID and issuing board contact, Include credential ID only, Not required
• Are foreign or out-of-state credentials acceptable and, if so, should equivalency documentation be provided? Options: Acceptable with equivalency docs, Acceptable without equivalency, Not acceptable

Perform background and criminal record checks

• Which geographic scope of background check is required (example: national criminal, county of residence, international/foreign checks)? Options: County checks, Statewide, National (federal), International
• Which additional screens are required (example: drug screening, credit check, motor vehicle records)? Options: Drug screen, Credit check, Motor vehicle record, Professional sanctions check, None
• How recent must background checks be at time of placement (example: within past 6 months)? Options: Within 30 days, Within 90 days, Within 6 months, Within 12 months
• Who will adjudicate adverse findings and what level of disclosure requires escalation to your security or HR team (example: felony conviction within 7 years)?
• Should social media screening for professional conduct be included in the background package? Options: Yes, No
• Will international candidates require identity and criminal checks translated or certified for acceptance? Options: Yes - certified translation required, No translation required, Case-by-case

Draft and execute standard staffing contracts

• Which contractual term is fixed for this offering and must be reflected unchanged (example: standard guarantee length or conversion fee)?
• What billing and payment terms must appear in the contract (example: net 30 from invoice, PO number required, electronic funds transfer)? Options: Net 30, Net 45, Net 60, Immediate on receipt
• Which individual or title must sign the staffing agreement on your side for execution (example: authorized purchasing manager, director of HR)?
• Specify any compliance clauses that must be included (example: HIPAA business associate language, data processing addendum, background-check indemnity)
• What exact acceptance criteria or evidence will validate the contract as executed for your procurement team (example: signed PDF with purchase order number and authorized signature)? Options: Signed PDF with PO and authorized signature, Signed PDF only, Electronic signature accepted without PO, Custom - specify
• Do you require contract templates to be reviewed by your legal team prior to execution and what is your target review turnaround time? Options: Yes - target 3 business days, Yes - target 5+ business days, No

Manage contractor payroll and tax compliance

• Which worker classification is required for payroll (example: W-2 employee, employer of record, or independent contractor where lawful)? Options: W-2 / Employer of Record, 1099 / Independent contractor, Hybrid - country dependent
• What payroll frequency do you prefer for contractors (example: weekly, bi-weekly, monthly)? Options: Weekly, Bi-weekly, Semi-monthly, Monthly
• Do you require payroll reports to be delivered to a specific finance contact and in what format (example: CSV, PDF, integration to your payroll system)? Options: CSV export, PDF statements, Direct integration to HRIS, No reports required
• Are there country- or state-specific tax registrations or filings the contractor employer must maintain for this assignment? Options: Yes - list jurisdictions, No, Unknown - need assessment
• Will contractor expense reimbursements be handled through payroll or separately via invoice and what documentation is required (example: receipts, mileage logs)? Options: Through payroll, Separate invoice, Not applicable
• Do you require electronic pay stubs and tax forms to be accessible to contractors via a secure portal? Options: Yes, No

Provide timekeeping and invoicing services

• Which timekeeping method do you require: timesheet with supervisor approval, punch-in system, or project task hours (example: task-level time entries)? Options: Timesheet with approval, Punch-in system, Task-level time entries, Other
• Which cadence should invoices be issued and what invoice fields must appear for your AP team (example: PO number, cost center, approver name)? Options: Weekly invoices, Bi-weekly invoices, Monthly invoices, Other
• What approval workflow should be enforced before time is invoiced (example: direct supervisor approval, secondary approval by PM)? Options: Supervisor approval, Supervisor + PM approval, Automated threshold approvals (>$X)
• Are overtime rules or double-time conditions applicable and how should they be recorded on timesheets? Options: Standard overtime applies, No overtime allowed, Custom - specify rules
• Which timekeeping system integrations are required so invoices sync into your finance system (example: your ERP or finance CSV schema)?
• Do you require electronic timesheet audit trails and digital signatures for compliance purposes? Options: Yes, No

Onboard contractor with compliance documentation

• Which mandatory onboarding documents must be completed before the first day on site or remote start (example: I-9, confidentiality agreement, site safety acknowledgement)?
• Which e-learning or compliance training must the contractor complete prior to start (example: HIPAA, information security, site-specific safety)? Options: HIPAA / privacy, Information security, Site-specific safety, None
• Who will provide site access and system credentials and what lead time is required to provision them before the contractor start date?
• What proof of work eligibility or right-to-work documentation must be uploaded to the onboarding record (example: passport, work authorization card)?
• Do you require a formal day-one checklist to be completed and signed by the hiring manager confirming workspace, badge, and system access? Options: Yes - manager sign-off required, Optional manager checklist, No
• Should onboarding packets include role-specific equipment requests (example: laptop image profile, secure VPN access, PPE) and who approves them? Options: Include and buyer approves, Include and we provision, Not required

• Master Services Agreement (MSA)
• Statement of Work (SOW)
• Rate Schedule & Invoicing Agreement
• Placement Acceptance & Onboarding Responsibilities
• Background Check & Credentialing Authorization
• Conversion-to-Permanent Addendum
• Replacement & Early Termination Agreement
• Insurance & Liability Addendum
• Data Processing & Privacy Addendum (required if personal data is processed)
• Regulatory Compliance Addendum (required if regulated data/environments are involved)

• Go-live health check
• First performance measurement
• Assignment acceptance gate (day 90)
• Quarterly success review

• Publish the quarterly metrics snapshot and agreed action list for asynchronous review before the next meeting.
• Restate acceptance criteria and numeric targets
• Deliver a clear documented acceptance decision that records pass/fail status for each Assignment Scope criterion.
• Capture remediation items with timelines for any failed or conditional criteria.
• Ensure the acceptance decision and any remediation plan are stored in the journey workspace for auditability.
• Produce and publish the acceptance decision document with the buyer's named signatory or formal owner declaration and a timestamp in the journey workspace.
• Create remediation tasks for any unmet criteria with explicit success measures and completion dates.
• Schedule the follow-up checkpoint to verify remediation closure and confirm final acceptance status.
• Review core performance metrics
• Confirm the placement remains on track against retention and conversion targets recorded in Assignment Scope.
• Close persistent operational blockers or document escalation steps with deadlines.
• Agree the next quarterly review date and the priority actions to monitor until then.
• Update the shared issue channel with status updates and target resolution dates for persistent blockers.
• Document conversion or extension logistics and confirm the operational steps required to implement them.
• Reconfirm success criteria and owners
• Confirm the candidate has started and onboarding tasks required in Assignment Scope are complete or scheduled.
• Identify and record the top 3 open blockers with resolution dates.
• Agree short-term remediation actions to address any issues that prevent early productivity.
• Resolve outstanding background or clearance issues and confirm completion in the journey workspace.
• Confirm candidate system access and point-of-contact for day one and document access evidence.
• Circulate the updated onboarding checklist and remediation commitments for asynchronous confirmation.
• Present first measurement data
• Gain alignment on whether current performance is trending toward Assignment Scope targets for time-to-productivity and hiring manager satisfaction.
• Agree a prioritized corrective action plan with completion dates before the acceptance gate.
• Confirm the evidence package required for the day-90 acceptance decision.
• Publish the first-measurement report comparing time-to-productivity and hiring manager satisfaction to targets recorded in Assignment Scope.
• Document and schedule corrective actions with resolution dates and monitoring checkpoints.
• Prepare evidence artifacts required for the acceptance gate, including deliverable samples and manager feedback.
• Onboarding and start validation
• Surface persistent issues and open tickets
• Root-cause diagnosis for gaps
• Present outcome data against each criterion
• Agree corrective actions and owners
• Document pass or fail per criterion
• Discuss extensions, conversions, or assignment adjustments
• Early adoption signals and initial observations
• Confirm timeline to the acceptance gate
• Blockers and open issues
• Formal acceptance decision
• Agree next quarterly priorities and owners
• Agree remediation and resolution timeline if needed
• Agree immediate remediation actions