We got it. Thank you.
Your mandate has been submitted to the Proforce team. We'll review your answers and reach out within one business day to align on next steps.
Step 1 of 6
Tell us about the role
Basic details to frame the mandate before we get into specifics.
Your information
Role details
Compensation
A range is fine. Helps us target the right candidates from the start.
Urgency and decision
Helps us prioritize our resources.
Titles or names of decision makers beyond yourself.
Revenue impact, team stress, production gaps — anything that captures the real stakes.
Step 2 of 6
Required proficiencies
List what the person must be able to do well. Rate each one and tell us what strong looks like in your context.
Rate each proficiency: Y = required, N = not needed, U = unsure. Then describe what good looks like — the more specific you are, the better we screen.
Step 3 of 6
Major goals and results
What does success look like in this role in the first 12 to 18 months? Think outcomes, not tasks.
For each goal, tell us what it is and how you'll measure success. Then rate the candidate level expected: A = elite, B = solid, C = developing.
Step 4 of 6
Cultural fit
These are the values and behaviours that define your team. Tell us what each one actually looks like at your company so we can screen for fit, not just words.
Step 5 of 6
Working together
Help us understand how you prefer to work so we can match our process to yours from day one.
Communication preferences
For feedback, quick questions, and scheduling.
We'll match your pace, not the other way around.
Morning, afternoons, specific days — whatever works.
Interview process
Titles or names of everyone involved. Helps us prepare candidates so they show up ready.
Technical tests, psychometric tools, reference checks — anything we should flag to candidates upfront.
Step 6 of 6
Final context
A few last questions that help us avoid the mistakes that have been made before and start the search right.
Profiles that didn't fit, agency experiences that fell flat, candidate drop-offs — anything that helps us avoid repeating it.
Sensitivities, internal candidates, timing constraints, or anything that changes how we approach this.