Candidate profile for clients: outline and emails

One page is enough; the CV goes as an attachment. The order follows the questions the client asks first:

1. Header: name (or a reference for a blind profile), current job title, location, the role you're putting them forward for.
2. Why them: three points, each tied to a requirement from the brief.
3. Career in brief: the last two or three jobs and what they actually did there.
4. Reason for moving: why now, in the candidate's words.
5. Practicalities: salary expectation, notice period, earliest start, hybrid preference, travel.
6. Open points: anything missing or worth covering at interview.
7. Your view: two or three sentences, clearly marked as your opinion.

Under practicalities, put the salary expectation, not current pay. The pay transparency guide explains why that matters for roles in the EU.

Anything that says nothing about the job and could later be read as a sign of discrimination: age or date of birth, marital status and children, a photo, nationality or ethnic origin, religion, health. Your own notes on any of these stay with you. In the UK the Equality Act 2010 lists the protected characteristics; in Germany the AGG does the same job. There's more in the rejections guide. This section isn't legal advice.