Start with the work, not the wish list.
Describe the work this person will own and the problems they will help solve. What would make their first three months successful? A short list of concrete outcomes gives candidates and interviewers something useful to discuss.
Separate essentials from things you can teach.
Decide which skills are necessary on day one and which can develop with support. Consider relevant experience from other industries or roles. This gives your recruiting partner a clearer picture of where flexibility is possible.
Be ready to discuss the everyday experience.
How does the team collaborate? Who will the person work with? What does the schedule look like? Honest answers about the day-to-day experience help both sides decide whether the opportunity is right.
Agree on the next steps.
Choose who will interview candidates and what each conversation should cover. Make time for feedback after each interview, and communicate the process clearly. Your recruiting partner can help keep the conversation moving.