# Discovery, Role Qualification and Search Strategy: practice workbook
Talent Engineering Academy | An education initiative by Vitae
Edition 2026.09 | Updated 2026-09-24
Course: https://talentengineering.org/courses/discovery-role-qualification

Run discovery that connects hiring outcomes, delivery constraints and a mutually agreed search plan.

## Your deliverable
A discovery record and qualified search strategy.

Use fictional information. Keep your completed work in your own secure notes. Exercises and capstone work are self-directed, not independently assessed.

## 1. Business outcome and vacancy cause

Your notes:



## 2. Essential evidence and role conditions

Your notes:



## 3. Budget, authority and decision process

Your notes:



## 4. Market assumptions and alternatives

Your notes:



## 5. Delivery plan and client commitments

Your notes:



## 6. Risks, next action and acceptance decision

Your notes:



## Lesson exercises

### 1. Discover the outcome behind the request

Write ten discovery questions grouped around outcome, context and unresolved decisions.

Your response:


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.

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.

### 2. Qualify conditions for successful delivery

Complete a qualification record for a fictional search with three unresolved conditions.

Your response:


Worked example: A client wants a shortlist in ten days but the approver is unavailable for a month. The plan addresses decision availability rather than treating shortlist speed as the only delivery requirement.

Self-review guidance: For each gap, state the consequence, owner and resolution date. Classify the search as ready, conditionally ready or not ready, with a reasoned recommendation.

### 3. Design the search strategy with alternatives

Create a search plan with three lanes, milestones and one contingency.

Your response:


Worked example: The initial plan tests two adjacent industries and a narrower direct competitor lane. After ten substantive conversations, the team reviews whether location and compensation are limiting interest before increasing contact volume.

Self-review guidance: Link each lane to role capabilities and state the evidence that would trigger a change. Include client review responsibilities and avoid interpreting low response as proof of no talent.

### 4. Agree the working search brief

Write a one-page confirmation and a scope-change note for your fictional search.

Your response:


Worked example: A client adds a new geographic territory after research begins. The recruiter documents the scope change and agrees its delivery implications rather than absorbing it invisibly and missing the original commitments.

Self-review guidance: State what changed, why, who approved it and how the plan is affected. Keep candidate communications aligned with the new brief and do not silently apply new requirements to earlier assessments.

## Portfolio review
Check that your work is internally consistent, distinguishes facts from assumptions, names decision owners and explains its limitations. Revise gaps before using the method in real work.

## Further reading
- [CIPD: Recruitment](https://www.cipd.org/uk/knowledge/factsheets/recruitment-factsheet/): Professional context for the recruitment lifecycle.
- [GOV.UK: Set up a business](https://www.gov.uk/set-up-business): UK starting point. Business structure and obligations depend on the circumstances.

Original educational scenarios. References provide further reading and do not imply endorsement. Check current official rules and appropriate professional advice for real legal, financial or regulated decisions.