How to Write a Job Brief That Gets Matched Candidates in 72 Hours

The quality of hour 72 is set at hour zero. A vague brief produces vague matches — with any provider. This playbook covers the five elements that let Nexton's talent team match against its vetted network fast, and the three things to leave out.

What must the brief include?

1. The problem, not just the title. "Senior backend engineer" matches thousands of profiles. "Own the migration of our billing service from a monolith to services" matches dozens.
2. The stack, split in two: must-have (works in it daily from week one) and nice-to-have (can learn). Teams that mark everything must-have wait longest.
3. Seniority defined by decisions, not years: what will this person decide alone? Architecture? Library choices? Nothing without review?
4. Time zone overlap in hours, not adjectives. "4+ hours with ET" is matchable; "flexible" is not.
5. The interview loop, declared upfront. How many rounds, who runs them, how fast you commit to feedback. The 4-week average time-to-hire depends on this half of the clock too.

What should you leave out?

Wish-list skills that no single human holds. Culture paragraphs that describe every company. And salary ambiguity — the 2026 LATAM Tech Salary Report exists so both sides can anchor on real data: median senior salary is $72k, roughly 60% below US equivalents.

What happens after you send it?

Hours 1–24: mapping against the vetted network. Hours 24–72: availability confirmation and evaluation matching. Hour 72: matched candidates with the interviewing engineer's notes.