Skip to content

TalentMaps has a new look. Same tool, sharper edges.

talentmaps
Start free trial

Shortlist template / Free PowerPoint

Candidate shortlist presentation template

Download a free PowerPoint shortlist presentation with a PDF example. Show the brief, candidate fit and next steps in a consistent client-ready format.

8 slides · Updated

Browse the slides

The actual slides

Preview the template

Browse all 8 slides before downloading.

Scroll to explore →
  1. Dark cover slide titled “VP Engineering: a shortlist of three.” prepared for a fictional client, with agency and date placeholders.
    Cover1 / 8
  2. Brief slide listing essential and preferred requirements beside a funnel from 46 employers checked to 3 candidates presented.
    The brief and how we searched2 / 8
  3. Comparison table of three fictional candidates against five requirements, labelled as a recruiter’s manual assessment.
    At a glance3 / 8
  4. Candidate page for fictional Maya Collins with career facts, a fit note, items still to verify, status and interview questions.
    Candidate 14 / 8
  5. Candidate page for fictional Daniel Osei with career facts, a fit note, items still to verify, status and interview questions.
    Candidate 25 / 8
  6. Candidate page for fictional Ruth Hamilton with career facts, a fit note, items still to verify, status and interview questions.
    Candidate 36 / 8
  7. Next steps slide asking for an interview, hold or decline decision per candidate, with proposed slots, references and a fallback.
    Next steps7 / 8
  8. Dark closing slide inviting recruiters to build the shortlist in TalentMaps and export it in their agency’s branding.
    TalentMaps closing slide8 / 8

A completed example

How the example is put together

The file ships completed for one fictional search: a VP Engineering role at a UK payments company, after the market was mapped and candidates were approached and interviewed. Here is what each part says, and the client decision it supports.

  1. The brief

    Three essentials (80+ engineers, regulated payments delivery, two to three days a week in London) and two preferences, with the date the location requirement changed.

    Helps the client decideWhether the brief still holds before individuals are discussed.

  2. How we searched

    46 employers checked, 58 leaders in remit, 17 approached, 9 conversations, 3 presented.

    Helps the client decideWhether the shortlist came from a defined search, not whoever replied first.

  3. At a glance

    Each candidate against the essentials and preferences, as “evidenced”, “partly” or “to verify”, labelled as the recruiter’s assessment.

    Helps the client decideWhere each candidate is strong, before the detail.

  4. Fit note

    “The closest match to your regulated launch… The gap is scale. She has not yet led 140 engineers or reported directly to a board.”

    Helps the client decideWhich strengths matter most, and what the interview should test.

  5. Status

    Approached 12 September. Two interviews with us. Interest confirmed 1 October. Notice: three months, as stated by the candidate.

    Helps the client decideHow far each candidate has progressed, with nothing implied.

  6. Next steps

    Interview, hold or decline for each candidate with a reason; proposed interview slots; references after first interviews; the fallback if no one progresses.

    Helps the client decideWho to interview, by when, and what changes if no one progresses.

Fictional client, employers and candidates, for illustration only. They describe no real company or person. TalentMaps exports the cover, brief and tiered candidate pages from your project; the at-a-glance worksheet and next-steps page are completed by hand. Read how to run the shortlist meeting.

Ready for your research

What’s inside

  • A cover that is safe to forward and file
  • The agreed brief, split into essentials and preferences
  • How the shortlist was built, from employers checked to candidates presented
  • An optional at-a-glance worksheet, completed by hand
  • One page per candidate: career facts, fit note, open questions and status
  • A next-steps page that asks for one decision per candidate
  • A completed, fictional example to replace with your own