How I run a search.
There are four stages. Your team is in the first one, before I contact a single candidate.
Before outreach
Kickoff with the people who will work with the hire
We agree on what the role requires and what evidence would show someone is ready for it. We write the screening questions together, along with what a strong answer sounds like.
First conversation
A screen for ownership and how they work
My first conversation with a candidate tests ownership and resourcefulness, and why they want this job. For technical roles I also ask how they work with AI tools, which I use myself with Claude Code.
Assessment
A calibrated assessment
A time-limited take-home and live exercises that reflect the actual work. Both are scored against the criteria we set at kickoff.
Final stage
A shortlist, then a debrief
My goal is at least five strong candidates at the final stage. If nobody gets through, we reconvene and look at the screen and the expectations. We also ask whether the process was fair.
Read the thinking behind my screen: The 10-Minute Test
Working together
How we stay in touch during a search.
By call
We start with a 30-minute call, and kickoff is a conversation with your team. You book time with me directly.
Book a call (opens in a new tab)By email
Write to me whenever you have a question about your search. Your message comes to me, and I answer it myself.
rik@trinzik.aiTell me about the role.
A 30-minute conversation is enough to tell whether a search makes sense and which engagement type fits. You'll be talking with me. If I'm not the right person for your search, I'll tell you that on the call.
About TrinzikThis practice is powered by Trinzik, the AI visibility and competitive intelligence company I co-founded. Recruiting engagements are separate from Trinzik's software and agency partner programs, and are scoped and priced on their own terms.