A client calibration meeting should test whether the agreed brief is producing the evidence the client needs. Compare candidate examples against the current requirements, identify where interpretations differ, and record any approved change to the search.
Prepare comparable evidence
Use the same criteria for each example. A detailed write-up for one person and a two-line resume summary for another makes it difficult to distinguish candidate differences from document quality.
| Criterion | Fictional evidence A | Fictional evidence B |
|---|---|---|
| Delivery ownership | Owned customer launch schedule | Prepared reporting for program lead |
| Client interaction | Presented project risks to clients | Mainly internal stakeholder contact |
| Open question | Budget authority | Scope of customer-facing work |
This table illustrates a calibration discussion; it is not a candidate ranking or a recommendation to share private information outside the authorized recruiting process.
Ask what the feedback changes
If the client says one example feels stronger, ask which responsibility or evidence drove that conclusion. Convert “more senior” or “better fit” into a specific job-related observation that recruiters can apply consistently.
Do not infer a new rule from a passing comment. Ask whether the client is clarifying an existing criterion or changing it. The distinction determines whether earlier candidates should be revisited.
Record disagreements explicitly
The client may like an example for one reason and reject it for another. Preserve both. A summary that records only the positive reaction can send the next sourcing effort in the wrong direction.
Use an unresolved-question row where necessary. An unclear requirement should not become a negative label attached to a candidate simply because the calibration meeting did not settle it.
End with search actions
Document which profiles to seek, which previously screened candidates to revisit, and which questions to add to the next screen. Assign an owner and date. If nothing changed, say the brief remains in force and record the useful clarification.
Greenhouse's scorecard overview is one example of structured interview feedback documentation. The calibration worksheet here is our own agency-oriented method. Link approved changes to the search brief change log and keep the original role scorecard current. Recruit Recap can structure meeting notes for review; the client makes the actual selection and search-direction decisions.