Be specific about tasks
List the actual tasks the person will do, not a vague title. 'Manage inbox, schedule meetings, update CRM, process invoices' tells a provider exactly who to find. The more specific the brief, the better the match.
Define the skills and tools
Name the software they'll use (Xero, HubSpot, your CRM), the skills required, and the level of experience. This lets the provider screen for genuine capability against your real needs rather than a generic profile.
State hours, communication and standards
Specify the working hours (your UK hours), how you'll communicate, and what good work looks like. Setting expectations in the brief means the person arrives knowing how you operate.
A simple brief template
A good brief covers five things: the role title and purpose (one line on why it exists), the specific tasks (a bulleted list of what they'll actually do), the tools and skills required (named software, experience level, language), the working pattern (your hours, how you'll communicate), and what good looks like (the standard you expect). Keep it to a page. A provider can match a clear one-page brief far better than a vague paragraph or an over-long wish list.
Common briefing mistakes
The two failures are being too vague ('need general admin help') and being unrealistic ('one person to do finance, marketing and customer service'). The first gives the provider nothing to match against; the second describes three roles, not one. Be specific about the tasks and honest about whether they realistically belong in one role. If in doubt, describe a typical week — it forces clarity about what the job actually involves.
A one-page template
A good brief covers five things on a single page: the role's purpose (one line), the specific tasks (a bulleted list of what they'll actually do), the tools and skills required (named software, experience level, language), the working pattern (your hours, how you'll communicate), and what good looks like (the standard you expect). A clear one-page brief lets a provider match the right person first time; a vague paragraph or an over-long wish list does not.
Frequently asked questions
What should an offshore job brief include?
The role's purpose, specific tasks, required tools and skills, working hours and communication norms, and what good work looks like. Keep it to one page and be specific.
What's the most common briefing mistake?
Being too vague ('need general admin help') or unrealistic (one person for finance, marketing and customer service at once). Be specific about tasks and honest about whether they belong in one role.
How specific should I be?
Very. Name the actual tasks and the actual software. The more specific the brief, the better the provider can match you the right person.