Give a candidate clear facts before requesting a résumé

Candidates who have received vague outreach have good reason to ask for facts before sharing a résumé. The recruiter should answer with verified information, state what remains subject to client confirmation, and obtain permission before submitting a profile.

Jordan, a data analyst, said, “What is the actual range, and who is the employer? I have wasted time on roles that changed later.” Keisha said, “The approved expectation is two office days each week. I am confirming the client approved range before I describe it. I can share the employer once I know you want that detail and before I submit anything. What would make a hybrid role workable for you?” Jordan replied, “Two days works. I need the range before I decide whether to proceed.” Keisha said, “I will ask the client HR contact for the approved wording and return tomorrow. I will keep your details private until you give written permission.”

Keisha should record Jordan’s schedule preference, requested information, and consent boundary. She should not fill gaps with a market estimate or imply that a current employer’s counteroffer changes the client’s process. A recruiter’s useful promise is to bring back the confirmed facts by a stated time.

The decision is to pause any submission until the range and employer disclosure path are clear. If the client does not authorize disclosure at that stage, Keisha can tell Jordan directly and ask whether the remaining information is enough for a further conversation. Jordan remains in control of the profile.

Practice by making a two column note before a qualification call. Put verified details in one column and questions for the client in the other. Ask a peer to request an answer from the second column. Rehearse a response that acknowledges the question, avoids guessing, and states when you will return.