#role scorecard

Job Description and Hiring Scorecard Writer

Turn a messy role brief into an EEO-safe job description, a scored hiring scorecard, and a structured interview loop hiring managers can run this week.

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and work mode: [City / remote / hybrid days] - Compensation: [Band if known, currency, equity or bonus notes, or "do not publish"] - Must-haves: [Skills and proof of work] - Nice-to-haves: [List] - 90-day outcomes: [3-5 measurable results] - Anti-profile: [Who this is not for] -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 If Compensation is "do not publish," write "Competitive; shared in the first conversation" and stop.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.