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New Hire Staff Request Intake Survey

Captures the business case, urgency, and role requirements behind a hiring manager's request for a new staff position, so HR can prioritize openings and staff the recruiting pipeline correctly. An AI follow-up interview digs into what happens if the role stays unfilled and where trade-offs on candidate qualifications are acceptable.

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Sample questions

A preview of what’s in the template. Every question is editable before you launch.

13 questions · ~7 min
Q01
Message

Thanks for submitting a staff request! This helps HR understand the role, the urgency, and what a strong candidate looks like so we can prioritize and recruit effectively. Should take about 5 minutes.

Q02
Short TextRequired

Which department or team is this request for?

Q03
Short TextRequired

What is the working job title for this role?

Q04
Multiple ChoiceRequired

What is driving this request?

  • Replacing a departing employee
  • Backfilling an already-open role
  • New headcount for team growth
  • Temporary or seasonal coverage
  • Other
Q05
Multiple ChoiceRequired

What employment type is this?

  • Full-time
  • Part-time
  • Contract or temporary
  • Internship
Q06
Multiple ChoiceRequired

Where will this person primarily work?

  • Onsite
  • Hybrid
  • Fully remote
Q07
Long TextRequired

Describe the primary responsibilities of this role and the business justification for filling it now.

Q08
Opinion ScaleRequired

How urgent is filling this role?

Scale: 1 – 5
Min:Can wait several monthsMax:Business-critical, need immediately
Q09
Best–Worst Trade-off (MaxDiff)Required

When comparing candidates for this role, which qualifications matter most and least?

  • Technical/functional expertise
  • Relevant industry experience
  • Leadership or people-management ability
  • Communication and stakeholder skills
  • Cultural and team fit
  • Ability to start immediately
  • Professional certifications or licenses
  • Bilingual or multilingual ability
Pick best & worst per setBest:Most important to this roleWorst:Least important to this role
Q10
Date

What is the target start date for this hire?

Q11
Rating ScaleRequired

If this role stays unfilled for another quarter, how much would it impact your team's ability to deliver?

Range: 1 – 5
Min:No real impactMax:Severe impact, work stalls
Q12
AI Interview

Probe the concrete business consequences of leaving this role unfilled past the target start date — what specifically slips, breaks, or falls on other people. Ask which candidate qualifications the manager would trade off (e.g. accept less experience for faster start, or remote-only over onsite) if the ideal candidate doesn't surface quickly, and anchor on the reason given for the request to check whether urgency and impact actually line up.

Q13
Message

Thanks for the details! HR will use this to prioritize and staff the search — you'll hear from your recruiting partner about next steps.

What’s included

  • AI follow-ups

    Adaptive probes on open-ended answers that pull out detail a static form would miss.

  • Attention checks

    Built-in safeguards against rushed answers and low-quality respondents.

  • AI-drafted copy

    Wording, ordering, and branching written by the AI — tuned to your research goal.

  • Auto report

    Themes, quotes, and a plain-English summary write themselves once responses come in.

How it compares

We reviewed the closest templates from other survey tools. Here’s what they do well — and where this template goes further.

Why this template

  • Includes a dedicated AI follow-up interview that probes the concrete business consequences of leaving the role unfilled, beyond what a static form field can capture
  • Pairs a rating question on quarterly impact with an urgency scale and a max-diff exercise on candidate qualification trade-offs, giving HR structured prioritization signal rather than free-text guesses
  • Captures department, job title, employment type, work location, target start date, and business justification in one intake flow, so recruiting can act without a follow-up email chain
  • Uses transparent, auto-scored responses and an auto-generated report, so HR sees quality-flagged submissions instead of manually reading every long-text justification

SurveySparrow

New Hire Staff Request Form Template

A fielding-ready form template covering the basics of a new hire request. It's built on SurveySparrow's conversational form format, which is friendlier than a flat form but still follows a fixed script. No mechanism to dynamically dig into urgency or trade-offs based on what the hiring manager types.

What it does well

  • Conversational one-question-at-a-time format for better completion rates
  • Purpose-built specifically for staff request intake
  • Part of a broader employee/HR template library

Where it falls short

  • No adaptive AI follow-up interview to probe unfilled-role impact or acceptable trade-offs
  • No published methodology for how responses are scored or prioritized
  • Likely lacks a structured max-diff style comparison for candidate qualification trade-offs

Jotform

Staff Request Form Template

A generic staff request form rather than one tailored to the nuances of urgency and qualification trade-offs. Jotform's strength is easy customization and integrations, but the template itself is a static field-collection form. Good for basic intake logging, not for interrogating the business case behind a request.

What it does well

  • Highly customizable form builder with drag-and-drop fields
  • Broad integration ecosystem (e-signature, payment, notifications)
  • Easy to adapt field labels for different departments

Where it falls short

  • Static form fields only — no adaptive AI interview to follow up on ambiguous or high-urgency answers
  • No built-in quality scoring of open-ended justification responses
  • No structured trade-off elicitation (e.g., which qualifications matter most vs. least)

Typeform

Request for Hire Form

A clean, conversational request-for-hire form in Typeform's signature style, good for capturing basic role and justification details. It's a fixed-question template, not an interview, so it can't adapt based on how a hiring manager answers. Best suited for simple intake logging rather than deeper prioritization analysis.

What it does well

  • Polished, conversational UI known for high completion rates
  • Simple to embed and share across HR workflows
  • Logic jumps can branch based on multiple-choice answers

Where it falls short

  • Branching logic is rule-based, not an AI-driven follow-up interview that probes unfilled-role consequences
  • No automated quality scoring of responses or auto-generated prioritization report
  • No structured method for ranking candidate qualification trade-offs

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