Hiring Pipeline Handoff to Client Stakeholders (Handoff)
A handoff with 7 steps: Freeze the requisition scope in writing before any candidate records move.
By InnovaAI ResearchPublished
What are the steps?
Hiring Pipeline Handoff to Client Stakeholders (Handoff)
- 01
Freeze the requisition scope in writing before any candidate records move
Capture role title, must-have criteria, compensation band, and interview panel in a single signed-off document. Changes after this point reset the shortlist clock and confuse client hiring managers.
- 02
Export the shortlist with scoring rationale attached to each candidate
A ranked list without reasoning invites the client to re-screen from scratch. Include the assessment method used, whether that was AI resume matching, a one-way video screen, or a code review exercise.
- 03
Name the single client-side decision owner and their response window
Shared inboxes stall hiring. Get one named hiring manager plus a backup, and agree a 48-hour feedback window per candidate batch so the retainer scope does not silently expand.
- 04
Transfer access credentials and revoke agency-side admin seats on the client's ATS
Hand over recruiter-level accounts, then downgrade or remove agency admin rights. Leaving agency staff as workspace owners creates a compliance exposure the client will eventually flag in a security review.
- 05
Document the rejection reasons for every candidate not advanced
Store structured reasons rather than free-text notes. This protects the client against adverse-action claims and gives the agency a defensible record if a rejected candidate disputes the process.
- 06
Schedule the 30-day pipeline review before the handoff call ends
Book the date live on the call. A standing review converts a one-off placement into a recurring recruitment retainer and surfaces fill-rate problems while there is still time to adjust sourcing.
- 07
Confirm which candidate data the agency retains and which it deletes
Agree retention periods in writing, then purge records the client owns. Offshore and cross-border hiring adds data residency questions, so confirm where candidate records physically sit before closing the engagement.