Run a recruiting-partner pilot around a clearly defined search and a written learning objective. The pilot should reveal how the partner understands the role, communicates evidence, and works with the hiring team.
Do not judge it only by how quickly profiles arrive.
Write the pilot charter
| Field | Agreement needed |
|---|---|
| Search | The approved role and current brief |
| Purpose | What the team wants to learn about the working relationship |
| Partner work | Sourcing, screening, coordination, or other agreed activities |
| Internal work | Feedback, interviews, decisions, and candidate communication |
| Evidence | What a useful introduction should contain |
| Review | When and how the pilot will be assessed |
| Commercial terms | The actual written agreement reviewed by the appropriate owner |
| Closure | How active candidates and information will be handled |
The charter complements the agreement; it does not replace contractual terms.
Start with calibration
Review example profiles or an initial slate against the role’s essential work. Explain why each profile is relevant, uncertain, or outside scope.
A pilot cannot produce useful evidence if the hiring team changes criteria silently or gives only “not strong enough” feedback.
Observe the working process
Look for accurate role representation, candidate-confirmed interest, clear scope summaries, and timely escalation of questions.
Also inspect the company’s own contribution. Delayed manager decisions can make a sound partnership appear ineffective.
Separate outcomes from learning
A hire is valuable, but it may take longer than the pilot review window. Assess what the available evidence supports: targeting quality, communication, candidate experience, and responsiveness to feedback.
Do not extrapolate from a small pilot into unsupported claims about future performance.
Make the continuation decision explicit
Choose whether to continue, change the scope, pause, or conclude. Record the reason and agree on the handling of candidates already in process.
Avoid letting a pilot become an indefinite engagement simply because no review was scheduled.
Use the first-slate calibration guide, partner scorecard, and agreement questions. Discuss a focused hiring search with Refery.