How to use this candidate screening template: Standardise your screening process to ensure every recruiter captures the exact same data points, eliminating “gut feel” progression.
Phase 1: The Hook & Pitch (0–5 Mins)
Control the call from the start. Build rapport, but quickly pivot to selling the opportunity before you start interrogating their resume.
- The Check-In: “Thanks for making the time. We have 30 minutes. I’m going to spend the first few giving you the inside track on the role, then I’d love to dig into your background, and we’ll save the last 5 minutes for your questions. Sound good?”
- The EVP Pitch: Deliver the 2-minute elevator pitch. Highlight the company’s growth stage, the specific problem this role solves, and the why (Why should they leave their current safe job for this?).
- The “Opt-In” Check: “Based on that high-level overview, what part of this opportunity stands out to you the most?” (Listen for alignment: Are they motivated by scale, technology, leadership, or just a paycheck?)
Phase 2: The Core Profile & Competency (5–20 Mins)
This is where you hunt for your “Green Flags” and “Watch-Outs”. Do not ask them to walk you through their entire resume chronologically; you will run out of time.
- The Current Reality: “Talk me through your current role at [Company]. What are you primarily responsible for delivering on a daily basis?”
- The “Must-Have” Deep Dive: Target the 2-3 core competencies required for the role.
- Example (Tech): “The Hiring Manager is specifically looking for experience scaling distributed systems. Can you walk me through the most complex architectural migration you’ve owned?”
- Example (GTM): “Walk me through your quota attainment over the last 4 quarters. What was your average deal size and sales cycle?”
- The “Watch-Out” Probe: Directly address the biggest gap on their resume. “I noticed you haven’t worked with [Specific Tech/Market Segment] before. How would you approach ramping up on that in your first 30 days?”
- Reason for Leaving (The Push/Pull): “Why are you taking this call today? What is missing in your current role that you are hoping to find in your next move?”
Phase 3: The Pre-Close & Logistics (20–25 Mins)
If you do not capture this data with absolute clarity, you cannot submit the candidate. Ambiguity here kills offers later.
- Compensation Expectations: “To ensure we are completely aligned, what are your baseline expectations for your next move regarding Base Salary, Bonus, and Equity?” (If they ask for the budget first, give it to them transparently, then ask if it aligns).
- Notice Period: “If you were offered a role tomorrow, what is your official notice period?” (Check if there are any upcoming holidays or sabbaticals).
- Working Model: “This role operates on a hybrid model, requiring [X] days in the [City] office. Are you fully comfortable with that commute?”
- Work Authorisation: “Do you have the unrestricted right to work in Ireland (e.g., Stamp 4, EU Citizen), or would you require sponsorship?”
- Interview Activity: “How active are you in the market right now? Do you have any final-stage interviews or pending offers I should be aware of so I can manage our timeline?”
Phase 4: Candidate Q&A & Wrap-Up (25–30 Mins)
Leave time for them to interview you. A strong candidate will always have questions.
- Their Turn: “What questions can I answer for you about the role, the team, or the interview process?”
- Next Steps: Set concrete expectations. “I am meeting with the Hiring Manager on [Day] to calibrate. I will come back to you with a definitive Yes or No on next steps by [Day/Time].”
The TA.guru Stance: Screening Non-Negotiables
- Kill the Chronological Walkthrough: Never say, “Walk me through your resume.” It wastes 15 minutes. Say, “I have your LinkedIn open. Instead of walking through the history, tell me about the specific project you are most proud of at your current company.”
- Embrace the Awkward Pause: When a candidate gives a vague answer about a metric or a technical challenge, stay silent. Let the silence force them to provide deeper, more specific evidence.
- Always Pre-Close on Comp: If a candidate says “I’m flexible on salary depending on the whole package,” do not accept that answer. You must pin them down to a minimum acceptable base number, or you risk wasting the Hiring Manager’s time.
