How to Brief a Recruiter: The Agency Guide to Getting Creative Hires Right

You know that sinking feeling when a recruiter sends you CVs that miss the mark completely?

It happens more than we'd like to admit. But here's the thing, most hiring disasters start way before any candidate walks through your door. They begin with a rushed, unclear briefing that leaves your recruiter guessing what you actually want.

Getting your brief right isn't just nice-to-have admin work. It's the difference between hiring your next creative superstar and spending months sorting through candidates who look great on paper but would never gel with your team's vibe.

Why Creative Briefings Are Different

Creative talent doesn't operate like your typical office hire. These people have options, probably several job offers sitting in their inbox right now. They're not just looking for any gig; they want somewhere they can actually be excited to show up every morning.

That means your recruitment brief needs to go deeper than "We need a designer with 3+ years experience." You're selling a creative journey, not just filling a seat.

Before You Even Pick Up the Phone

Don't wing it. Seriously.

Start by getting your internal ducks in a row. Who's actually going to interview candidates? What will each person assess? If you've got three people asking the same questions about Adobe skills, you're wasting everyone's time.

Map out your process from start to finish. First phone call to contract signing, every step. Know your timeline (and be realistic about it). Creative professionals won't wait around while you "get back to them next week." They'll be gone.

Here's your pre-brief checklist:

• Define exactly why this role exists

• Identify what success looks like in 12-18 months

• Gather examples of work you love (and hate)

• Set your real budget, not your wishful thinking budget

• Confirm who makes the final decision

The Briefing Meeting That Actually Works

Block out 30 minutes minimum. Yes, really. Those "quick 10-minute chats" never work and always end up costing you more time later.

Start with the Why

Don't launch into job specs immediately. Paint the bigger picture first. What's happening in your agency that created this need? Are you expanding into new markets? Did someone leave? Are you drowning in client work?

Your recruiter needs this context to position the opportunity properly when they're chatting with candidates.

Get Specific About Culture Fit

This is where most briefs fall apart. Saying "we want someone who fits our culture" means absolutely nothing. Instead, describe your actual working environment.

Do you have music playing? Late-night pizza sessions before big pitches? Casual Fridays or suits-every-day? Open plan or quiet corners? These details matter way more than you think.

Share Your Benchmark Examples

Here's a technique that changes everything: show real examples of people you'd hire. Pull up LinkedIn profiles, portfolio websites, or even describe former colleagues.

"See this designer's portfolio? That balance of commercial work with personal projects: that's exactly what we want."

It gives your recruiter a crystal-clear target instead of trying to decode vague descriptions.

Define Your Deal-Breakers

Be honest about what you absolutely cannot compromise on. Maybe it's a specific software skill. Maybe it's the ability to work late when needed. Maybe it's experience with certain types of clients.

But also be honest about what sounds important but really isn't. Do they really need that masters degree if their portfolio is incredible?

Creative-Specific Briefing Elements

Portfolio Review Criteria

Generic creative briefs say "strong portfolio required." That's useless guidance.

Instead, walk through what you're actually looking for:

• Range of client work vs passion projects

• How they present their thinking, not just final designs

• Evidence of collaboration (did they work solo or with teams?)

• Problem-solving approach (can you follow their creative process?)

The Speed Factor

Remember: creative talent has choices. If your process takes six weeks, you'll lose the best candidates to agencies that move faster.

Be upfront about your timeline and stick to it. If you say "we'll get back to you by Friday," then actually get back to them by Friday. Even if it's just an update.

Growth and Development Path

Most creative professionals aren't just looking for their next job: they're building their career. What can they learn at your agency they can't learn elsewhere?

Maybe you work with bigger brands. Maybe you have more creative freedom. Maybe you've got senior talent they can learn from. Whatever it is, make sure your recruiter knows how to sell that story.

Common Briefing Mistakes (And How to Dodge Them)

The Unicorn Syndrome

Stop asking for the impossible. A senior designer who's also a strategic thinker, project manager, client relationship expert, and works for junior wages doesn't exist.

Pick your top three must-haves and let the rest be nice-to-haves.

The Clone Request

"We want someone exactly like Sarah who just left" is setting everyone up for disappointment. Sarah's gone for a reason, and you're not going to find her identical twin.

Instead, think about what Sarah brought that you need to replace, and what new skills might actually improve your team.

The Salary Dodge

Playing coy about budget wastes everyone's time. If you can't afford market rate, say so upfront. There might be candidates who value other things more than pure salary: but they need to know what they're signing up for.

Making Your Brief Stick

End the meeting with clear next steps. When will they start sending CVs? How many candidates should you expect in the first batch? What happens if the first round doesn't hit the mark?

Set up a feedback loop that actually works. Not "we'll get back to you eventually" but "we'll review CVs within 48 hours and give you detailed feedback on why each candidate is or isn't right."

Your recruiter isn't psychic. The better feedback you give early on, the more accurate their subsequent searches become.

Following Through

The brief doesn't end when the meeting does. Stay connected throughout the search process.

If your priorities shift (and let's be honest, they probably will), update your recruiter immediately. That hot new client who just signed might change what skills you need most urgently.

When candidates don't work out, explain why specifically. "Not the right fit" tells your recruiter nothing useful. "Great technical skills but seemed resistant to feedback" gives them something to work with.

The Bottom Line

A solid recruitment brief isn't about creating more work: it's about creating the right work. Spend 30 minutes getting this right and you'll save weeks of sorting through mismatched candidates.

Your perfect creative hire is out there. But they need to know why your agency is worth their time, and your recruiter needs to understand exactly who you're looking for.

Ready to transform your creative hiring process? At Catchin' Talent, we specialise in matching agencies with creative professionals who actually get it. Get in touch and let's chat about finding your next creative superstar( with a briefing process that actually works.)