Submit a Technology Hiring Brief

Before you send your brief

VergePeople works with technology and software employers across the United States on leadership hiring in engineering, product, data, and technology functions, and a clear brief lets us begin scoping and market mapping without delay. Share the details below, and a dedicated consultant will review your requirements and follow up to confirm the next steps.

There is no obligation at this stage. Many of the briefs we receive are still being shaped internally, and an early conversation often helps clarify the role profile, the realistic salary range, and the search approach before a formal mandate begins.

What to include in your brief

The more specific your brief, the sharper our search. Start with the role and title, the seniority level you are targeting, and the must-have skills that define success in the position. Separating these from nice-to-have skills helps us calibrate the market accurately and avoids shortlists built around the wrong profile.

It also helps to know your location or remote policy, your hiring timeline, and a budget or salary range, even if that range is provisional. An honest range at the outset prevents wasted interviews later in the process. Team context and the reason for the hire, whether growth, replacement, or a new capability, round out the picture and give us a more credible story to take to passive candidates.

In short, the most useful briefs cover:

• Role and seniority - the job title, reporting line, and the level of leadership scope involved.
• Must-have skills - the technical and leadership capabilities without which a candidate cannot succeed.
• Nice-to-have skills - the preferences that would strengthen a shortlist but are not deal-breakers.
• Location or remote policy - on-site, hybrid, or fully remote, plus any time-zone expectations.
• Salary range and package - base, bonus, equity, and anything else that forms the offer.
• Hiring timeline - target start date and any internal deadlines driving the process.
• Team context and reason for the hire - growth, replacement, or a new capability, and who the hire will work alongside.

If some of these are still undecided, send what you have. A partial brief is a useful starting point and we can work through the gaps together.

What happens after you submit

Once we receive your brief, a consultant with relevant sector knowledge will review it and contact you to discuss the role, validate the requirements, and agree on how the search will run. This conversation typically refines the brief itself, so do not worry if some details are still open.

From there, we move into structured scoping, market mapping, and proactive sourcing, keeping you informed with transparent progress reporting throughout the engagement. You will know where the search stands and what the market is telling us at each stage.

In practice, the sequence looks like this:

1. Review - your brief is assigned to a consultant with experience in the relevant technology function.
2. Scoping call - we confirm the requirements, the package, the timeline, and how success will be measured.
3. Market mapping - we build a picture of where the relevant talent sits and what the market will bear.
4. Proactive sourcing and approach - we engage passive candidates directly rather than waiting on applications.
5. Shortlist and progress reporting - you receive assessed candidates alongside clear updates on market feedback.

Prefer to talk it through first?

If the role is still taking shape, or you would like to discuss scope before committing details to a form, we are happy to talk. Call us at +1 888-202-9809 or email contact@vergepeople.com and we will connect you with the right consultant for your requirement. Any information you share is used solely to respond to your inquiry and is handled with care.

A short call is often enough to establish whether the role is a fit for search, what the market is likely to look like, and what a realistic timeline would be - before you commit anything to writing.