Hiring Manager Intake Meeting Questions and Answrers

Table of Contents

    Hiring manager intake meetings are the first step in the hiring process. This is where recruiters and hiring managers meet to discuss hiring requirements. These meetings allow hiring managers to describe the candidate they want. They also have discussions on salary budgets, the recruitment process, and ideal hiring time.


    The meetings ensure clear communication about the company’s business goals and recruitment needs. They ensure that all parties are on the same page. Recruiters get deeper insights into various teams, expectations of job roles, and business needs.


    Must-Have Hiring Manager Intake Meeting Questions

    Questions related to the job


    1. What will an ideal day look like for someone in this role?

      This question is important if one wants to make a good impression on the candidate and get them interested in the role. Naturally, any candidate will wonder about their role in the company if hired. It would be helpful if the recruiter could explain this.

      Sample Answer: An ideal day in this role would involve collaborating with team members to execute marketing campaigns, analyzing data to track campaign performance, and communicating with clients to ensure their needs are met. It’s about balancing creativity with data-driven decision-making.

    2. What is the budget for this role?

      Companies may set different budgets for each team for hiring.

      Sample Answer: I would appreciate more context about the specific budget allocation for this role to better tailor my strategies. However, I’m experienced in optimizing marketing campaigns within allocated budgets to maximize ROI.

    3. What is the purpose of this role?

      It is a good idea to tell the candidate why they will be hired. Inform them about the impact they are going to make on the company. This will give them a better perspective and help them with their decisions.

      Sample Answer: The purpose of this role is to drive the company’s digital marketing efforts, increase brand visibility, generate leads, and ultimately contribute to the company’s growth and revenue.

    4. What are the deal-breakers for you?

      Sometimes managers have more insight into what kind of candidate they would not want to hire. Certain traits, behaviors, abilities, or inabilities may not work for the job role. Recruiters should be aware of this information before the hiring process.

      Sample Answer: For me, deal-breakers would include a lack of clear communication within the team or with stakeholders, insufficient access to necessary data and tools, and a workplace culture that doesn’t value creativity and innovation.

    5. What could be the possible job designations for the role?

      People can be very touchy about job titles. Confusion about the designation can embarrass everyone. Recruiters must clarify all the possible job titles for the role with the candidates.

      Sample Answer: Job designations for this role could include Digital Marketing Manager, Online Marketing Specialist, or Digital Advertising Manager, depending on the specific responsibilities and seniority.

    6. What fun things does the team do outside work? What is the team culture like?

      Every team forms its own rituals and non-work activities. The recruiters should have this information handy. Candidates today are concerned about work hours, team bonding activities, and work-life balance.

      Sample Answer: I’d be interested in knowing more about the team culture and any fun activities outside of work. Building a positive team dynamic is important to me, and I’d love to contribute to a collaborative and enjoyable work environment.

    7. What are the learning and growth opportunities provided in your team?

      Entry-level candidates would be particularly interested in knowing how they are going to grow once they join the company.

      Sample Answer: I’m enthusiastic about continuous learning. I’d like to know about opportunities for training, certifications, and career advancement within the team to ensure I can grow and contribute effectively.

    8. What vision do you have for this role?

      Recruiters should be fully aware of the future, the scope, and the growth opportunities of the role.

      Sample Answer: My vision for this role is to leverage data-driven insights and creative strategies to enhance our online presence, engage our target audience, and ultimately drive measurable growth in our digital marketing efforts.

    9. What are the current challenges the role is going to help solve?

      The candidate may want to know what gaps in the team are waiting to be filled by them, especially at the senior level. Knowing the challenges the team is facing will help them feel valued, important, and excited.

      Sample Answer: Understanding the current challenges this role aims to address would be helpful. I’m prepared to bring my expertise to tackle issues such as improving conversion rates, optimizing ad spend, or enhancing our content strategy.

    10. How many teams will the candidate handle in this role?
      Senior-level candidates will ask how many teams or people they are going to handle. This input will help the candidates decide if they want to accept the job. It will also help the company’s recruiters get in touch with candidates at the right seniority level.
      Sample Answer: It would be great to know how many teams I would be responsible for in this role to gauge the scope of responsibilities. I’m adaptable and experienced in managing multiple teams if needed.

    Questions on skills needed


    1. What are the must-have skills/educational qualifications/industry background required for this role?

      This input will help recruiters understand which applications to take forward without confusion.

    2. What hobbies are you looking for in the candidate?

      This information can be used to determine whether or not the candidate will fit in. It can be great for company culture to have individuals with a variety of interests.

    3. Does the candidate need any internships/project work/special course certificates?

      Internships and projects show that candidates have the skills and the potential to be a valuable part of the team.

    4. Do you prefer candidates from any particular educational institution?

      Hiring managers may sometimes consider candidates from specific educational institutions only.

    5. What statistics/numbers/reports should the candidate’s portfolio include?

      This information will help the hiring manager get an insight into the candidate’s potential, based on their past work.

    6. How large a team should the candidate have handled in the past?

      In a senior-level role, the candidate will have to lead teams. Naturally, a candidate who has managed a certain team size before is ideal.

    Questions about soft-skills

    1. What kind of extra-curricular activities should they have been part of?

      This may help identify candidates who are the right fit for the company culture and can contribute to it.


    2. Are there any personality tests you’d like the candidate to take?
      Different managers have different management styles. As such, each manager may have a particular type of candidate in mind. There are many personality assessment tests, such as the Myers-Briggs.

    3. Is there a requirement for a team player or an independent worker?

      This can give insight into whether or not the candidate is a team player. It also gives a glimpse into their communication abilities. Managers should look for candidates who can work effectively in both environments.

    What next?

    Hiring manager intake meetings ensure that the company hires the best talent. These meetings should include questions covering the job, and both technical and soft skills. This will clarify what the ideal employee looks like.

    It will also ensure that recruiters and hiring managers are on the same page. It will help the company hire the right applicant and achieve its long-term goals. Preparing the right questions to ask the candidate is therefore absolutely crucial.

    cookie image

    By clicking “Accept", you consent to our website's use of cookies to give you the most relevant experience by remembering your preferences and repeat visits. You may visit "cookie policy” to know more about cookies we use.