Hiring Readiness Assessment
· gtmsearchpartners.com · 07 3706 2668

Hiring Readiness Assessment

A search can be lost before the first candidate is approached.

Budget, role clarity, the candidate proposition, decision process and onboarding often determine the outcome before the market is tested. This is an honest, structured read on where this specific hire stands today.

Answer honestly about where this specific hire stands today. The assessment weights evidence over optimism: a plan you can point to counts, a plan in your head counts less, and "not sure" is marked Not assessed rather than passed or failed.

Approximately 5 to 8 minutes. Optional fields can stay blank. This is indicative guidance for a hiring leader, not market data or legal advice.

Step 1 of 5 · The hire · 20%

What is the hire, and is it real yet?

Start with the basics. A role that is approved and funded behaves very differently in the market to one that is still an idea.

Role title Please enter the role title.

Function

Why this hire, now?

Is the headcount approved? one of the most common reasons searches stall Please choose an option.

Is the money settled, and is the role actually defined?

Two of the fastest ways to lose a strong candidate mid-process: discovering the budget isn't real, or a role that means something different to everyone who describes it.

Is there an approved package range for this hire?

Is that range benchmarked to the current market?

Is there any flexibility for the right person?

Can you describe the first 90 days in concrete terms?

Do you agree internally on 12-month success?

Is the reporting line and team structure settled?

Why would the best person say yes, and can you move?

Strong candidates are rarely desperate. They weigh the proposition, and they walk when a process drifts or an offer cannot be signed off. All of it decides whether your search converts.

Is there a real career path beyond year one?

Does the role carry genuine authority and autonomy?

How strong is your employer story for this hire? proof points, not slogans

Is the decision maker identified and engaged? the person who chooses the preferred candidate

Is the person who can approve the final offer identified and available? separate from who runs the interviews or picks the candidate

Is the interview process defined?

Is there a committed timeframe to hire?

Can the intended recruitment activity commence now?

What happens after they say yes?

The offer is not the finish line. A strong hire who lands into a vacuum is a resignation risk inside the first 90 days.

Is there a structured onboarding plan ready before day one?

Will they have the tools, data and access from day one?

Is a senior person accountable for their first 90 days?

Your readiness assessment

An honest read based on what you told us. Where the evidence was thin or unconfirmed, we say so rather than assume it in your favour.

Overall

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Readiness by area

Your full readiness report is ready.

Enter your details to unlock the executive summary, the ranked actions to take before you go to market, any commencement blockers, your search-risk signals and an evidence-coverage read.

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Handled confidentially by GTM Search Partners. By unlocking the report, you agree that we may contact you about this hiring readiness assessment and the related hire. This is not a subscription to marketing. Privacy Policy.

Executive summary

Do this before you go to market

Before this search can commence

Search-risk signals

Deterministic signals drawn from your own answers, not a verified market benchmark. A lower rating requires positive evidence; where the evidence is incomplete, the signal reads Not assessed rather than lower.

Evidence coverage

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Indicative readiness guidance based on what strong Australian commercial candidates weigh and where searches commonly stall. General information only, not legal, employment or remuneration advice, and not market data.