A hiring manager kickoff agenda is the meeting plan a recruiter runs to open a new requisition: a timed sequence of topics, from target profile to interview loop design to sourcing channels, with an owner and an outcome for each item. Use it to run the kickoff meeting itself, rather than to capture answers on a form beforehand.
Run this agenda in the kickoff meeting itself, once you already have basic role details on file. It structures the conversation around decisions - must-have versus nice-to-have, sourcing channels, interview loop design, and how the recruiter and hiring manager will work together week to week - rather than around a list of fields to fill in.
Owner: [RECRUITER NAME] - send the hiring manager the job requisition and any existing notes a day or two ahead.
Owner: [HIRING MANAGER NAME] - come prepared with examples of a strong past hire and a weak past hire for a similar role.
Confirm attendees: [RECRUITER, HIRING MANAGER, ANY OTHER DECISION MAKER].
Confirm the decision maker for this requisition: [NAME] - the person whose sign-off ends the search.
Owner: [RECRUITER] - open by confirming the requisition is approved and stating the goal of the meeting: agree a target profile and a plan to source against it.
Owner: [HIRING MANAGER] - describes the target profile in their own words: what this person needs to be able to do early in the role.
Outcome: a one-paragraph target profile both people agree on, written down before moving to the next topic.
Time check: keep this to the stated window - a longer opening usually means the target profile conversation gets rushed later.
Owner: [RECRUITER] - push the hiring manager to sort every listed requirement into must-have or nice-to-have, out loud.
Owner: [HIRING MANAGER] - commits to a short, ranked list of must-haves; anything beyond that moves to nice-to-have.
Outcome: a short, ranked must-have list the recruiter can screen against without checking back.
Time check: if this drags on, that itself is a signal the role is not yet well defined.
Owner: [RECRUITER] - proposes sourcing channels for this role: [e.g. INTERNAL REFERRALS, JOB BOARDS, OUTBOUND SOURCING, AGENCY SUPPORT].
Owner: [HIRING MANAGER] - names two or three calibration profiles: real people, inside or outside the company, whose background is close to the target profile.
Outcome: an agreed channel mix and a small set of calibration profiles the recruiter can use to sanity-check early candidates.
Time check: do not let this run long at the expense of interview loop design - both need real time.
Owner: [RECRUITER] - proposes the interview loop: number of rounds, who covers which competency, and roughly how long the process should take.
Owner: [HIRING MANAGER] - confirms availability for interview slots and names who else needs to be on the loop.
Outcome: an agreed interview loop with owners assigned to each round, ready to schedule.
Time check: leave room to discuss scheduling logistics, not just the loop structure.
Owner: [RECRUITER] - proposes service levels: how fast candidates get feedback, how often updates go out, and how the manager should raise a concern mid-search.
Owner: [HIRING MANAGER] - commits to a feedback turnaround time on every candidate the recruiter sends.
Outcome: an agreed weekly cadence for updates, and a shared understanding of how each side will flag a problem early.
Time check: this is often skipped when time runs short - protect real time for it.
Owner: [RECRUITER] - summarises the agreed target profile, must-haves, channels, loop design and cadence back to the hiring manager.
Owner: [HIRING MANAGER] - confirms agreement or flags anything that needs revisiting before sourcing starts.
Next step: [RECRUITER] begins sourcing by [DATE]; first candidates shared by [DATE].
Owner: both - agree the date for the next check-in, even if sourcing is going well.
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