Career Stability and Movement: Does the candidate have a stable work history? Why did the candidate move on from his or her prior positions and employers? Does the candidate have too much time at his or her current employer? Has the candidate come from progressive environments?

Industry Commitment: Is the candidate committed to our industry? Does the candidate thrive on the fast-paced nature of the food business? Where can we go with the candidate; can the candidate bring value in other capacities? Will he or she stay?

Management Style: How does the candidate manage? Is the candidate progressive and does he or she treat people with respect? Can he or she lead and mentor? Does the candidate embrace new technologies and possess a winning culture that will be an asset to the client?

Candidate Goals: Does the candidate have goals and know where he or she wants to go within the company? Is the candidate able to articulate a vision for himself or herself? How well does this vision mesh with the opportunities at the client company?

Geographic Capability: Is the candidate compatible with the client's geography? What is the probability that the candidate will move on down the road to get to a more desirable place? Is the location of the client a good fit?

Candidate Motivation: Why is the candidate motivated? Is there enough challenge and advancement to keep the candidate focused? Does the candidate want the position with the client for the right reasons? Is the candidate motivated only by money?

Salary History: Is the candidate compensated fairly? Does the position allow the candidate to maintain fiscal harmony with his or her lifestyle? Is the candidate's financial expectation realistic?

Formal Education: What is the candidate's formal education? Is it at a necessary level to insure success with the client's responsibilities? What are the candidate's views on education?

References: Is the candidate able and willing to provide industry references that can support verification of background and qualifications?