Prepared by Business Executive Group · October 29, 2026
How to use this resource
Fix the brief before comparing
Give each provider the same work location, role, schedule, clinical responsibilities and approved compensation structure. If the brief changes, update every proposal so your comparison still describes the same job.
Compare deliverables, not adjectives
Ask for a sourcing plan, a sample candidate presentation with personal information removed, the screening questions and a reporting schedule. Write down what the employer still needs to do, including final interviews and credential checks.
Separate a failed criterion from an unanswered one
Mark a requirement confirmed, unsuitable or awaiting evidence. Do not score an unanswered question as proof that a service is absent. Resolve mandatory criteria before deciding which optional features matter.
Record the reason for the decision
Name the decision-maker, proposal version, unresolved conditions and next review date. Keep the agreement with the worksheet so later changes can be compared with what was actually purchased.
A worked example
Illustrative example: Provider A includes sourcing and screening; Provider B supplies a job-ad campaign. Neither is automatically the better purchase. If your manager has time to assess applications, the campaign may fit. If sourcing and initial screening are the missing capacity, compare managed-search proposals instead.
Apply the decision to the actual Seattle vacancy
Name the neighborhood or city and the street address. Seattle’s planning office notes that its Community Reporting Areas follow census tracts and may not match local ideas of neighborhood boundaries, and Bothell lies in both King and Snohomish counties. Coverage on this site is limited to Washington State; a hospital in Oregon or Idaho falls under a different state licensing authority.
Give the hiring team one brief for each facility, with clinical work, support staffing, weekend duties and location commitments stated together. For a role that covers several hospitals, list the sites, the days at each and how schedule changes are communicated. Under RCW 49.58.110, Washington requires an employer with 15 or more employees to disclose the wage scale or salary range and a general description of benefits in each job posting, including recruitment done through a third party, so agree those details before outreach. This site describes employer hiring coverage without claiming a Seattle recruiting office.
Give every provider the same hospital address, clinical scope, work schedule, compensation structure and decision dates. Compare the plan for that brief. A result appearing for a city search does not prove a provider has a local office or available candidates there.
Review Seattle-area hiring context · Assign credential-check responsibilities
Complete your worksheet
Work in this browser, then download your notes. Entries are not sent to BEGHR and are cleared when you reload or leave. Keep candidate names and private records in your approved hiring system.
Continue with the related hiring guidance · All employer resources