EMPLOYER BRIEFS

Turn an employer brief into a clear recruitment proposal.

A useful agency proposal answers the employer's actual hiring problem. Make it easy to compare your approach, understand the fee and see who will do the work.

By TAP Recruiter · Published 17 October 2026

Read the brief before selling the agency

Summarise the position, the business need, the work location and the timing. Check essential skills, employment type, working arrangements and the salary or budget information supplied. List any gaps that would change your search: an unclear reporting line, an unapproved vacancy or a start date that has not been agreed.

Confirm the scope with the employer through the available communication channel. The hiring brief guide provides a useful checklist for both sides of this conversation.

Build your response around six decisions

1. Fit: explain your relevant discipline and location experience, using evidence you have permission to share.
2. Ownership: name the consultant or team responsible and explain who handles screening, updates and interview coordination.
3. Search: describe how you would approach this role and what the shortlist will contain. Distinguish proposed activity from results already achieved.
4. Timing: state agreed milestones and dependencies. Do not promise a placement date before you understand the market and approval process.
5. Commercial terms: identify the fee basis, currency, applicable taxes, payment stages and any conditions. Explain what is included and what would cost extra.
6. Next step: set out what the employer needs to confirm before work begins and when you will provide the next update.

A short response structure you can adapt

We understand you need [role] in [location] to deliver [business outcome]. Our relevant experience is [specific evidence]. [Consultant/team] would manage the search, using [approach] and providing [agreed updates]. Our proposed fee is [basis and currency], covering [scope], subject to [clear conditions]. Before starting, we need to confirm [open questions].

Replace every placeholder with verified details. Keep client material and candidate examples anonymised unless you have permission to disclose them. A proposal should not contain unsolicited CVs.

How the TAP employer brief route works

Employers can post a hiring brief without creating a portal account. Agencies use a TAP workspace to respond; feature access depends on the current plan. Employers compare private proposals and choose whether to select an agency. Their direct contact details are shared only with the selected agency, as explained in the employer brief workflow.

Do not assume a brief is exclusive or that an initial response authorises you to represent the employer. Clarify engagement and responsibilities before starting delivery. TAP records the workflow; it does not guarantee that an employer will select your proposal.

Follow up with a reason

Use the agreed timing and add something useful: an answer to an open question, a revised scope or a concise explanation of a relevant trade-off. Record the outcome and next action. The recruitment client development guide helps connect this proposal stage to your broader pipeline, while a free public listing gives employers a place to review your agency first.