Discover the outcome behind the request
Course overview · 4 min reading + 12 min practice, estimated
Principles and method
Ask what prompted the search, what work is not getting done and what success looks like after appointment. Explore whether the role is new, replacement or redesigned. Separate urgency from a deadline that can actually be met. Understand consequences without exaggerating them to justify a fee. Listen for conflicting expectations across stakeholders and identify who can resolve them. Discovery should produce a shared problem statement before a service recommendation. A job description alone rarely contains enough context to design a credible search.
Worked example
A client asks for an immediate operations director. Discovery reveals the near-term need is stabilising scheduling while the long-term structure is undecided. The recruiter explores interim support and role design before assuming a permanent executive search is ready.
Put it into practice
Write ten discovery questions grouped around outcome, context and unresolved decisions.
Use fictional information and keep your work in your own notes.
Compare your approach: self-review guidance
Questions should reveal evidence and tradeoffs rather than lead the buyer to your preferred service. Include what would happen if the role were not filled immediately.
Sources and further reading
Original Academy teaching and fictional examples. These references provide context, not endorsement. Edition 2026.09; updated 2026-09-24.
- CIPD: Recruitment
Professional context for the recruitment lifecycle.
- GOV.UK: Set up a business
UK starting point. Business structure and obligations depend on the circumstances.