Candidate research
Find profiles against agreed role requirements. Define the experience to look for and ask for source links and evidence, with uncertain details flagged for review.
SERVICE / 07
Recruitment Support Services
Recruitment support for candidate research, talent mapping and database updates. Set a clear brief and keep hiring decisions with your team.
THE OUTCOME
Expand sourcing and database capacity without adding another full internal research seat.
SCOPE
What recruitment support
can handle.
The exact role is shaped around your systems, volume and operating requirements.
Talent mapping
Map relevant companies, roles and people within the agreed search scope. Use a consistent structure so your recruiter can review the market and decide where to focus.
Longlist building
Prepare an initial candidate list with the fields your team needs. Agree the must-have criteria, required sources and review size before expanding the list.
Database enrichment
Update missing fields, standardize records and flag duplicates using your rules. Record when information was checked and leave conflicting details visible for your team to resolve.
CV formatting
Put candidate information into your preferred document layout. Preserve the original experience and qualifications; formatting should not introduce new claims.
Outreach coordination
Organize approved messages, follow-up dates and reply status. Agree who may send messages, handle candidate questions and escalate a conversation to your recruiter.
WORKFLOW
Simple on your side.
Structured on ours.
Brief
Agree the role criteria, search scope, output fields, approved sources and access needed. Name the person who will review the research.
Source
Start with a small sample of profiles or company records. Check the evidence and missing information before continuing with a larger batch.
Prepare
Prepare lists, records and documents in the agreed format. Review brief match, required fields, duplicates and source links. Return specific corrections.
Support
Set a review rhythm for ongoing research and coordination. Make changes to the brief explicit so the researcher and recruiter work to the same criteria.
DELIVERABLES & OWNERSHIP
Agree what useful
research looks like.
The following is an example of a working brief, not a client result or a fixed service package.
A reviewable candidate list
Specify the profile or source link, relevant experience, evidence against the brief, date checked and unanswered questions. Set the format and batch size around your review capacity.
A clear task boundary
Your team owns search strategy, candidate assessment, interviews and offers. Research support collects and organizes information for those decisions.
Checks before more volume
Review a sample for accuracy, relevance and completeness. Track corrections and recurring errors alongside turnaround; a longer list is not automatically a better result.
Access matched to the task
Agree approved systems, permissions and candidate-data handling before sharing records. Identify who can approve messages and changes to existing data.
COMMON QUESTIONS
Before you hand
over the research.
Is this a full recruitment agency service?
This page covers research and coordination support. Your team retains hiring decisions. If you need someone to own an entire search or placement, clarify that requirement before agreeing the scope.
What should I send for an initial discussion?
Bring a role or mapping brief, an example of the output you need, expected volume and your current bottleneck. Explain which tools the work must fit into.
How should I check the first batch?
Compare each record with the agreed criteria and source evidence. Note missing fields, duplicates and unclear matches. Resolve those issues before expanding the workload.
How do I scope the cost and working hours?
Share the tasks, volume, required hours, systems and review needs. Ask for a proposal based on that scope and confirm responsibilities, tools and commercial terms before starting.
PRACTICAL GUIDES
Plan a clearer
research handover.
GOOD FIT FOR
Where this service
shows up most.
TALK TO US
Tell us where your recruitment workflow needs support.
Bring a role brief or sample longlist, your expected volume and the task that keeps slipping. We can discuss what to delegate and what your team should retain.
Talk to Us ↗