The conversation.
Start with the decisions the new colleague will own. Describe the context in which those decisions happen, including reporting relationships and the work already underway. A long list of desirable qualities rarely provides the same clarity.
Separate requirements from preferences. Language, location and necessary technical knowledge may be firm conditions; an exact previous title may not be. Discuss those distinctions before approaching candidates.
Agree how the hiring team will evaluate evidence. Name the people involved, the questions each conversation must answer and the practical conditions that candidates need to know. A clear process supports a clearer search.
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