An intake meeting usually covers why the role exists, what success looks like after six and twelve months, the essential and desirable skills, salary range, location and working pattern, interview stages and who sits on each panel. Good recruiters bring market data, such as typical salaries and candidate availability, and challenge requirements that would shrink the pool without good reason.
Many hiring problems trace back to a vague or skipped intake: requirements change mid-process, shortlists miss the mark and candidates are judged on different criteria. Writing the agreed must-haves into a scorecard or screening rubric gives every later step a shared standard. Revisiting the brief after the first batch of candidates is a useful check that it still matches the market.