- Introduced yourself correctly (not as Hirechain employee or company partner)
- Researched and explained the company to the candidate
- Candidate has expressed genuine interest in the role
- Reviewed each criterion with notes on candidate's relevant experience
- Confirmed authorisation status and sponsorship requirements (using compliant questions)
- Documented notice period and earliest start date
- Obtained candidate's range first; noted currency if non-USD
- Confirmed preferences for remote/hybrid/on-site and employment structure (contractor, consultancy, direct employment, etc.)
- Received explicit consent to submit them for this specific role
- Asked about gaps in their CV, job changes, and anything a hiring manager would query
- Verified LinkedIn, GitHub, and CV are accurate and links work
When speaking with candidates, it is essential that you represent yourself accurately. How you introduce yourself sets the tone for the entire relationship and ensures transparency.
Do not represent yourself as an employee of Hirechain. If you are an independent freelance recruiter, tell them that. If you are not a recruiter but simply wish to refer someone to a job opportunity, be clear about that as well.
Do not represent yourself as an official partner of the company you are recruiting for.
In your capacity as a freelance recruiter or referrer, you make introductions through a platform called Hirechain that works with the company in question. This is the appropriate way to frame your relationship.
Referring candidates who do not pass Hirechain's review counts against your reputation on the platform. Your success depends on submitting well-matched candidates who meet the job requirements.
Taking the time to properly screen candidates before submission protects your reputation and increases your chances of successful placements.
Before speaking with any candidate, you must familiarise yourself with the hiring company. If a candidate asks what the company does, you should be able to provide a clear, concise summary.
- What the company does and their core product or service
- Recent fundraising rounds and financial backing
- The founders and key leadership
- The size of the team
- Any notable achievements, partnerships, or news
All of this information should be available on Hirechain. If not, it is straightforward to research independently.
Your conversation with the candidate should follow a structured approach to ensure you gather all necessary information.
Begin by telling the candidate about the company. Provide context on what they do, their stage, and why this opportunity might be compelling. Then ask if they would be interested in joining such a company.
If the candidate expresses interest, go through each of the hiring criteria listed for the role. Discuss each point individually and assess whether the candidate has relevant experience.
Make notes against each hiring criterion explaining why the candidate has experience in that area. These notes will be essential when you submit the candidate.
You must gather the following information from every candidate you speak with. Incomplete information will delay the process and may result in rejection.
Understanding a candidate's work authorisation status is critical. Companies need to know what is involved in hiring someone before they invest time in interviews.
Asking about specific visa types or national origin can violate US employment law. Use only the compliant questions below.
Are you legally authorised to work in the United States?
Will you now or in the future require sponsorship for employment visa status?
Do not ask about specific visa types, country of origin, or citizenship status for US roles.
- Where the candidate is currently authorised to work
- Whether their authorisation status is likely to change in the next year
- Whether they are planning to relocate soon
- Do they have any significant holidays or trips booked that would affect their start date?
Companies need to plan their hiring timelines. Understanding when a candidate can realistically start is essential information.
- When would they ideally like to start a new role?
- What is their current notice period?
- Are they planning to take any time off between roles?
- Have they already left their current company?
- What is the earliest realistic date they could begin?
Handling salary expectations correctly is crucial. How you approach this conversation can determine whether a candidate progresses.
Always obtain the candidate's expected salary range before telling them the job's budget. If you simply tell candidates the maximum budget, they will anchor to that figure, which may make them uncompetitive.
Ask the candidate what salary range they would consider for their next role. Ensure this is realistic given their experience level. You want to avoid situations where a candidate is rejected simply because they positioned themselves at the top of a very broad salary range.
If the candidate's expectations are in a currency other than USD, make sure to clearly note this when submitting. Ambiguity around currency can lead to confusion and wasted time for everyone involved.
Different candidates have different preferences and constraints around how they work. This is particularly important for international candidates or those with specific requirements.
- For international candidates: Are they open to working through a consultancy arrangement, or do they require direct employment?
- What are their preferences for remote, hybrid, or on-site work?
- Are there any constraints around working hours or time zones?
- Do they have any other working arrangement requirements that the company should know about?
Once you have gathered the candidate's salary expectations, work authorisation status, and availability, you must obtain their explicit consent to be put forward for the specific role.
Do not submit a candidate without their agreement. They need to know which company and role you are submitting them for and confirm they want to proceed.
Before submitting a candidate, you must ask the questions that any hiring manager would ask. If you don't ask these upfront, Hirechain or the hiring manager will, and it will delay the entire process.
Look at the candidate's CV and ask yourself: if I was going to employ this person, what would I want to know?
- Why did they leave?
- When did they leave?
- Was it their choice or were they let go?
- What were they doing during that period?
- What were their circumstances?
- How did they stay current with their skills?
- Did they physically relocate each time?
- Were they working remotely?
- Were they on-site or distributed?
These are not trick questions—they are the basics that any reasonable employer would want to understand. Get the answers before you submit.
Before submitting any candidate, perform a basic quality check on their materials. Anything you miss will be caught by Hirechain or the hiring manager, causing delays and reflecting poorly on your submissions.
- Does the link work? Is the profile up to date and consistent with their CV?
- If they've provided one, does the link work? Is there recent activity?
- Are dates consistent? Are there obvious typos or errors?
- Can the candidate actually be reached at the details provided?
Do not assume everything is fine. Click the links. Read the CV properly. A few minutes of quality control saves days of back-and-forth later.
Taking the time to thoroughly screen candidates benefits everyone: the candidate receives appropriate opportunities, the company receives qualified applicants, and you build a strong reputation on the platform.
If you are uncertain whether a candidate is a good match, it is better to have a longer conversation or ask clarifying questions than to submit someone who will not pass review. Quality over quantity will always serve you better in the long run.