Intake template
The intake is where a technical search gets honest. Use it to define what must be true before candidates are approached.
In plain English
A technical role intake should capture role title variants, territory, compensation, schedule, systems, certifications, false positives, interview owner, fee authority, urgency, and candidate consent expectations.
Before the search starts
A technical role intake should capture role title variants, territory, compensation, schedule, systems, certifications, false positives, interview owner, fee authority, urgency, and candidate consent expectations.
Before a shortlist, Reynolds Works checks role urgency, approved fee terms, hiring authority, compensation fit, feedback speed, candidate consent, and written terms.
A useful intake covers live vacancy, compensation range, interview path, fee approval owner, decision timeline, and known hiring blockers.
How Reynolds Works judges fit
| Section | Questions | Output |
|---|---|---|
| Technical must-haves | Which systems, equipment, platforms, or credentials are non-negotiable? | Search scorecard and rejection rules |
| Offer shape | What are pay, overtime, on-call, travel, benefits, truck, and relocation details? | Candidate response expectations |
| Hiring process | Who interviews, who decides, and how fast can feedback happen? | Shortlist action plan |
How Reynolds Works protects the search
Before search starts, Reynolds Works agrees the role filters, candidate representation rules, fee percentage, and feedback path. That keeps the search useful for employers and respectful for candidates.
Current contingency fee: 15% of first-year base salary, due only if a hire is made under written terms.
No candidate submission without role-specific consent.
Role intake covers systems, credentials, territory, pay, schedule, availability, and hiring process.
Focused on commercial refrigeration, BAS-controls, commercial HVAC service, UK F-Gas refrigeration, and UK BMS.
FAQ
Prepare the role, territory, compensation range, technical must-haves, false positives, interview owner, and fee approval path.
The search verifies role urgency, approved fee terms, hiring authority, compensation fit, feedback speed, candidate consent, and written terms.
No. Candidate representation requires role-specific consent before an employer receives identifying details.
Reynolds Works checks the role requirements, candidate interest, pay fit, availability, location or travel fit, and consent before an employer receives a profile.
Ready when the role is real
Reynolds Works will tell you whether the role fits the launch wedge and what must be clarified before candidates are approached.