Qualified Send-Out

• The Resume Does All the Talking

  You screened, interviewed and evaluated the candidate. The hiring manager decides from the resume.

• Hiring Managers Ask What You Already Know

  Questions you answered in the interview come back from the hiring manager.

• Clients Ask for More Candidates

  Instead of deciding on the candidates you sent, the client wants more to compare.

• Interview Notes Pasted Into the Send-Out

  Your write-up is a summary of the conversation, not an evaluation of the candidate.

• Send-Outs Getting Rejected

  You send strong candidates. Few of them ever get an interview.

• Vague Candidate Rejections

  Your candidate checked every box. The hiring manager passed, and can’t tell you why.

• Clients Treat You Like a Resume Service

  Your clients see you as a source of resumes. They compare you on speed and price, not on judgment.

A send-out is an argument for a candidate. Most read like an introduction.

By the time you submit, you know a lot: what the role needs, what the candidate said, where they’re strong, where they fall short. The send-out is the only part of that work the hiring manager ever sees.

Most send-outs carry a resume and a short summary of highlights. The reasoning stays behind: why this person meets this requirement, what the tradeoffs are, what’s already been checked.

So the hiring manager starts from scratch, with less information than you had, and makes a slower, less confident decision.

The work you don’t show doesn’t count.

The fix is a send-out built on your evaluation, not your notes. A qualified send-out shows:

• How the candidate measures up against each agreed requirement, with evidence.
• The tradeoffs, stated up front, with context.
• What you’ve already verified, so the hiring manager can skip those steps.
• Your recommendation, and why.

Send fewer candidates, each with reasoning a hiring manager can act on.