Turn messy client intake into a calibrated search — role brief, rubric, scorecard, and JD in one session
ZeroTwo reads the client brief, old JD, org chart, compensation notes, and intake call transcript — and produces a clean role brief, screening rubric, interviewer scorecard, and revised job description that the whole team works from. Every recruiter on the search inherits the same context, not their own reinterpretation of scattered documents.
The hiring manager wants 8+ years FinTech experience but the comp budget tops out at $145K — that's a 2-3 year mismatch in the current market. I've flagged it in the role brief with a comp benchmarking note. The role brief and rubric are ready; I'd recommend a 15-minute alignment call before the first submissions to address this before it kills shortlist momentum.
Client intake tools built for recruiting agencies
One intake session → the entire search workspace
ZeroTwo turns an intake call transcript, old JD, and a client brief into a role brief, screening rubric, scorecard, and revised JD in one session — saved in a Project so every recruiter on the search works from the same calibrated source of truth, not their own interpretation.
Stakeholder misalignment caught before it kills the search
ZeroTwo flags conflicts between what the hiring manager wants and what the comp budget supports — before the first submission. A comp-to-seniority mismatch caught in intake saves two weeks of shortlist feedback cycles.
Rubric and scorecard that travel with every candidate
ZeroTwo produces a structured screening rubric and interviewer scorecard that every recruiter and hiring manager uses — so candidates are evaluated on the same criteria, not different gut reactions from each interviewer.
How to run recruiting client intake with ZeroTwo
Share the client brief, old JD, org chart, comp notes, and intake call transcript. ZeroTwo reads all of it and synthesizes the actual hiring criteria — not just what the JD says, but what the hiring manager is really filtering for.
ZeroTwo produces the clean role brief: must-haves ranked by client weight, nice-to-haves, deal-breakers, comp constraints, and any stakeholder misalignment that will cause shortlist friction if not addressed upfront.
ZeroTwo converts the role criteria into a structured screening rubric with observable dimensions and a knockout threshold — plus an interviewer scorecard that each panel member uses consistently to evaluate the same things.
ZeroTwo produces multiple JD versions from the same role brief: candidate-facing, passive outreach, LinkedIn, skills-first, and board-specific — so the job post works on every channel without manual reformatting.
Share the client brief, old JD, org chart, comp notes, and intake call transcript. ZeroTwo reads all of it and synthesizes the actual hiring criteria — not just what the JD says, but what the hiring manager is really filtering for.
More ways to use ZeroTwo for role calibration and intake
More ways to use ZeroTwo
- Job description rewriting
After the intake — ZeroTwo rewrites the JD for each channel and candidate audience.
- Resume screening and shortlist creation
The rubric built in intake becomes the scoring framework for every resume ZeroTwo screens.
- Candidate presentation packs
Once the shortlist is built — ZeroTwo produces polished candidate packets for client submission.
Every missed hire that starts with a bad intake. Start the search calibrated.
Scattered intake notes lead to misaligned shortlists, wasted sourcing effort, and shortlist feedback that sends everyone back to square one. Use ZeroTwo to turn every intake into a calibrated search workspace — role brief, rubric, scorecard, and JD — before the first resume is reviewed.