💡 How to Get the Most Out of Your Position Discovery Meeting
TJ Kastning
Hiring is expensive. But hiring the wrong person? That’s a slow bleed.
Before you can win the war for talent, you’ve got to win the battle for clarity. That’s what the Position Discovery Meeting is all about.
It’s not a generic intake call. It’s your shot to define the real need, shape the success profile, and set the foundation for a smart, aligned search. Here’s how to walk in ready—and walk out with a competitive edge.
🎯 Understand the Goal: A Sharpened Hiring Brief
Most job descriptions are vague, bloated, or copy-pasted. They’re not built to attract the right person—they’re built to get approvals.
That won’t cut it in a tight labor market.
Our Position Discovery Meeting is designed to reverse-engineer success. We want to understand:
- The business problem this hire needs to solve
- How you’ll measure their impact over time
- The team and cultural dynamics they’ll navigate
- Where past hires may have stumbled
If we get this right, we’ll build a hiring brief that sells the opportunity and screens for true alignment.
🧠Prep Like a Pro: What to Think About Before We Meet
You don’t need to have a perfect answer for everything—but a little prep goes a long way.
Here are three key areas to reflect on:
1. What does success actually look like?
Forget the task list. What would this hire need to achieve in 6, 12, and 24 months to be worth their salary?
👉 Ask yourself:
- What’s the measurable business impact you’re hoping for?
- If this person over-delivers, what changes in your company?
- What would failure look like?
This kind of clarity attracts problem-solvers, not box-checkers.
2. Who will they interact with daily?
A resume tells you what someone can do. Daily dynamics determine whether they will do it.
👉 Consider:
- Who will they report to, and what is that leader’s style?
- Which team members or departments will they collaborate with?
- Are there clients, subcontractors, or stakeholders they must manage?
These details help us uncover soft-skill requirements and communication styles that matter.
3. What are your must-haves vs. nice-to-haves?
You can’t have it all—and if you try, you’ll scare off great candidates. But if we know what’s non-negotiable, we can protect the search from drift.
👉 Think through:
- Licenses or credentials that are deal-breakers
- Industry or project type experience that’s essential
- Personality or working styles that won’t mesh with your team
Clarity here protects both of us from wasting time.
🧠Bonus: Reflect on Past Hires
If you’ve hired this role before—successfully or not—there’s gold in that story.
What did previous top performers do differently?
What mistakes or mismatches do you never want to repeat?
What lessons did you learn the hard way?
We’ll use that insight to avoid reruns of history and build smarter alignment from day one.
🚧 What Happens After the Meeting?
We’ll translate everything into a clear, compelling hiring brief—a tool you can use internally and externally. It helps us:
- Align your leadership team on the real goal
- Write job ads that attract the right fit
- Design interviews that test for the right capabilities
- Set your new hire up for success
You’ll walk away with more than a job description. You’ll walk away with a hiring game plan.
Let’s Make This Count 💪
When you come to a Position Discovery Meeting prepared, you do more than speed up hiring. You raise the bar for what’s possible in your business.
Because the right person doesn’t just fill a role.
They transform it.
Want to Talk Recruiting Strategy?
If you’re serious about building an aligned team, we’re here to help.
📌 Three-Point Pitch
- We’ll evaluate your current hiring situation
- Walk you through how Ambassador’s process reduces hiring risk
- Decide together if we should partner on your next critical hire
👉 Schedule an exploratory call
We’d love to hear your goals and help you hit them.
You’ve got this. Let’s build something great.
