Recruitment or Managed Talent: choosing your model
Practical guide VANAO Talent · Search, evaluation, and service scope
Begin with the support your company needs. Both models start with a role brief, structured search and human evaluation. The difference is the involvement you want after selection.
Define the hiring need first
Write down responsibilities, experience, skills, English proficiency, schedule, and compensation expectations. Identify who will interview candidates and make the decision. A clear brief gives the search a shared reference.
When to discuss Recruitment
Recruitment is a focused search and selection service. VANAO sources and evaluates profiles, then presents a shortlist for your team to interview and select. Your company makes the final hiring decision.
Who owns the hiring process inside your company?
What evidence will help you evaluate the shortlist?
What checks or assessments should be included in the search?
When to discuss Managed Talent
Managed Talent adds continued involvement within an agreed recurring scope. Discuss what support you need after selection, rather than assuming that every operational responsibility is included.
What onboarding coordination or follow-up would be useful?
Who should handle support and escalation?
What replacement terms, if any, should be discussed?
Contracting, payments, administration and replacement responsibilities remain subject to legal and operational validation. They must be explicitly confirmed in the proposal and agreement.
Compare the written scope
Review deliverables, responsibilities, fees, dependencies, and support terms. Eligible 12-month Managed Talent agreements may include no upfront recruitment fee, subject to approved conditions. The recurring service fee still applies. Pricing is discussed privately.
If you are unsure, bring the role brief and explain which responsibilities your team can own. That is a useful starting point for choosing a model.
Practical guide VANAO Talent · Search, evaluation, and service scope
A useful SDR brief describes the work your sales team needs done. Start with responsibilities and the way the role will collaborate with your team.
Describe the sales context
Explain your offer, target customer and sales process. Specify whether the role focuses on prospecting, appointment setting, qualification or a combination. Clarify how leads reach the SDR and who owns the next step.
Define the responsibilities
Prospecting channels and the research expected before outreach.
Calls, messages, follow-up and qualification responsibilities.
CRM updates and required reporting.
Handoffs to the person running discovery or closing the opportunity.
Agree on success criteria around your sales process. Avoid importing targets from another company without considering your market and workflow.
Set communication and collaboration requirements
Describe the English needed for actual conversations and written communication. Confirm working hours, time-zone overlap, reporting relationships and any meeting requirements.
Identify tools and relevant experience
List the CRM and sales tools used by your team. Separate essential skills from tools that can be learned. During evaluation, discuss relevant experience and examples of prospecting, communication and customer handling.
Agree expectations before the search
Document availability, compensation expectations, responsibilities and the hiring model. Decide who interviews candidates and what evidence or assessments will inform selection.
If you also need lead preparation or CRM automation, scope those tasks separately. The professional’s responsibilities and any AI workflow should have clear ownership and human approvals.
Practical guide VANAO Talent · Preparing your professional introduction
Your profile should help someone understand your experience, the work you can do and your practical availability. Prepare clear, current information for your introduction to VANAO.
Explain your experience
For each relevant role or project, describe the responsibilities you handled, the tools you used and examples of your work. Use accurate dates and explain your own contribution. Include results only when you can support them.
Present your skills with context
Connect skills to work examples. A tool name is more useful when you explain how you used it. Distinguish tools you use independently from those you are still learning.
Prepare your documents
A current résumé with consistent dates and contact details.
A portfolio or work examples relevant to your target roles.
An up-to-date professional profile, where available.
Relevant certifications you can substantiate.
Use examples you have permission to share. Remove confidential client information from portfolio materials.
Be clear about communication and availability
Describe your English proficiency honestly, along with your schedule, availability, and compensation expectations. This information helps evaluate alignment with a specific role.
Keep the profile current
Review contact details, recent experience, skills and availability when your circumstances change. Prepare to discuss your work during interviews or assessments when they are relevant to a search.
Use the form on For Talent to prepare an introduction, then review and send it from your email app. This process does not create an account. Joining does not guarantee an interview, offer, or employment. Matching depends on available roles, requirements and company decisions.
Practical guide VANAO AI Solutions · Process, scope, and human oversight
Describe the workflow before choosing a tool. A process map gives the project a reference for scope, responsibilities and testing.
Start with the trigger and input
Identify what starts the task: a form, a message, a document, or a change in a system. List the information needed and the source of each input. Note what happens when information is missing.
Map the current steps
Write the steps in order, including the people and tools involved. Separate repeated actions from decisions that require context or judgment. Include handoffs, approvals and the final output.
Define boundaries and exceptions
Which systems and data may the workflow access?
Which actions can it perform within the agreed scope?
Which actions require approval before completion?
Who receives uncertain outputs, missing data, or errors?
Agree what success means
Define the expected output and acceptance criteria. Prepare representative examples, including exceptions. Review results against those criteria before deployment; do not assume every output is correct.
Plan handoff and ownership
Identify who operates the workflow, manages access and handles changes. Agree on documentation, support and maintenance terms. Integration feasibility depends on system access, available APIs, and data requirements.
Illustrative brief: “When a new lead arrives, organize the agreed fields, prepare a CRM record and draft a follow-up. The SDR reviews the information and approves outreach.” This is a solution concept, not a client result.
Bring the map to discovery. It helps determine whether the project needs an automation, an agent, integrations or a combination.
