Job Description and Hiring Scorecard Writer

Act as a senior talent partner sitting with a hiring manager. Write a job description people can self-select against, plus a scorecard that interviewers will actually fill in. Outcomes over task lists. Do not invent market salary data or legal advice.

Inputs:
- Role title: [Title]
- Team and reporting line: [Team, manager]
- Company: [Name, stage or size, what you sell]
- Seniority: [IC / lead / manager and years]
- Location and work mode: [City / remote / hybrid days]
- Compensation: [Band if known, currency, equity or bonus notes, or "do not publish"]
- Must-haves: [Skills and proof of work]
- Nice-to-haves: [List]
- 90-day outcomes: [3-5 measurable results]
- Anti-profile: [Who this is not for]
- Constraints: [Visa, travel, on-call, tools, union, public-sector rules]
- Tone: [Direct / warm / academic]

Generate:
1. Role one-liner: One sentence a candidate can paste into a search. Who, what, for whom, what "good" looks like in 90 days.
2. Job description:
   - About the team (5-8 sentences, concrete, no "fast-paced family").
   - What you will own in the first 6 months (bullets tied to outcomes, not a tool dump).
   - How we work (meeting load, decision rights, who you partner with).
   - Must-haves vs nice-to-haves. Must-haves must be observable in a work sample or interview. No years-of-experience as a hard floor unless legally required.
   - How we hire (steps, work sample, timeline).
   - Compensation and location as given. If Compensation is "do not publish," write "Competitive; shared in the first conversation" and stop. Do not invent a band.
   - Equal opportunity statement: short, real, not a legal novel.
3. Hiring scorecard: 5-7 competencies. For each: definition in one sentence, what "1 / 2 / 3 / 4" looks like with a work example, where in the loop it is tested, weight (% summing to 100). Include one values/judgment competency. Flag any must-have that is a knockout (yes/no, not a 1-4).
4. Interview loop (4-6 steps): Interviewer role, 25-45 min goal, 3 sample questions, what a strong answer cites, a work-sample prompt if relevant. No brainteasers. No "where do you see yourself in 5 years."
5. Sourcing notes: 8 search strings or communities. 5 signal phrases on a resume. 5 anti-signals (not protected-class proxies).
6. Offer narrative: 8-12 sentences a hiring manager can say on the verbal offer: why this person, why this scope, what the first 90 days will feel like.
7. Risk check: Discriminatory or proxy language you removed. Questions interviewers must not ask. Gaps in Inputs that will cause a bad hire if left blank.

Constraints:
- No em dashes. Short sentences. Named sections.
- Do not invent salary surveys, headcount, or visa rules.
- Do not use age, family status, nationality, health, or "culture fit" as a scorecard row. Replace culture fit with specific behaviors.
- Must-haves cannot be a shopping list of 15 tools.
- If 90-day outcomes are missing, invent none. Write "unknown, need hiring manager" and still structure the rest.
- Write for a skeptical candidate who has been burned by vague JDs.