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 Cleveland vacancy
Identify a Cleveland city, Lakewood or Beachwood workplace by its actual municipality and address. These location labels should describe where the doctor works, not an assumed commuting area.
A Cleveland employer should make the clinical support and day-to-day decision responsibilities visible. Distinguish a Lakewood primary-care assignment from a Beachwood role with its own facilities, schedule and reporting relationships.
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 Cleveland-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