The document outlines the purpose and importance of an intake meeting between recruiters and hiring managers, which includes defining requirements, reducing ambiguities, and establishing a clear hiring strategy. It highlights the preparation needed for such meetings, including research on skills, market conditions, and recruitment metrics, as well as questions to ask during the meeting. Post-meeting actions include documenting discussions, scheduling follow-ups, and staying informed about candidate pools and market insights.

1. INTAKE
MEETING

3. Things we will learn
• What is an intake meeting
• Importance of intake meeting
• How to prepare for intake meeting.
• Gathering required information’s
• Defining evaluation methods.

5. What is intake
meeting
• Intake meeting is a preparatory meeting between the
Recruiter and the hiring manager to discuss, analyse and
agreeing around the hiring process and choice of the
candidate.
• They are also called as hiring meeting, requirement
gathering, strategy meeting and kick off meeting.
• These meeting generally last between 15 to 60 mins.
Most of the items these are held in-person and the
recruiter initiated such by sharing an intake meeting
request email to hiring manager.

6. Importance of an intake
meeting
• Clear understanding of a requirement.
• Reducing chances of any ambiguities.
• Building trust and gaining confidence of hiring
manager.
• Channelising efforts to productive platforms only.
• Creating a game plan keeping all on the same page.
• Highlighting the red tapes.

7. How to prepare for
intake meeting
• Thorough research about skills mentioned in the JD or the
heads-up email.
• Availability of pool.
• Previous hiring sources and case studies.
• Salary benchmarking.
• Different recruitment metrices like Yield Ratio, Time to offer
and Time to onboard.
• The demand and noise of skilled resources in market.
• Understanding the Hiring Type to gauge the real the need.
• Prepare your Data then raise a meeting request.

8. Questions to
be asked in an
intake
meeting
• Hiring Type – Replacement, Billing, Ramp up, Strategic ramp up,
• Priority/ Severity (RAG).
• TAT / When to start.
• Hierarchy – where he/she will stand.
• Expectation from new hire.
• Role – project as well cross functional.
• Skills – differentiate between Must have and Good to have.
• Budget Constraint
• Soft skills / Communication skills – ask for a detailed example to identify the level.
• Career path.
• Project Details and Shift Details (if any).
• Specific preferences – industry or skill/software/tool wise.
• Dealbreakers.
• Interview / Assessment Process with Panel list.
• Can Shadow a High Performing Incumbent(Within existing team)

9. Drawing a conclusion of
intake meetings.
Everyone should be on the same page
regarding the following pointers.
• The hiring choice / type of candidate.
• Budget.
• Must have and good to have skills
• Assessment process with list of panels
at each level.
• Expectations and roles &
responsibilities of new hire
• Risks in hiring process.

10. After intake meeting
After the intake meeting is done a
recruiter should follow the following steps
to derive the maximum benefits.
1. Dropping a MoM to the hiring
managers mentioning all the pointers
that has been discussed.
2. Setting up a follow up meeting.
3. Keeping posted about any new pool /
threats / market insight.
4. Updating about the cases who are on
the verge of closure.

11. THANK YOU
DIP SANDIP PADHI