Complete this before writing the job ad. The brief becomes the source for your screening criteria, knockout questions, interview questions, and final decision.
Role
- Role title:
- Department or team:
- Reports to:
- Hiring owner:
- Work location:
- Work pattern and hours:
- Compensation or range:
- Target start date:
Business need
- What problem will this hire solve?
- Why is the role needed now?
- What should be different after 90 days?
First-90-day outcomes
Essential responsibilities
Essential capabilities
| Capability | Why it matters | Evidence we will look for |
|---|---|---|
Trainable capabilities
Genuine progression gates
| Requirement | Why it is genuinely essential | How it will be checked |
|---|---|---|
Keep eligibility, licensing, schedule, location, and other genuine gates separate from capability scoring.
Selection process
- Application deadline:
- Screening stage:
- Interview stage:
- Final decision stage:
- Candidate update dates:
- Decision date:
- Decision-makers:
Approval check
- Outcomes are observable.
- Essential requirements are genuinely necessary.
- Trainable skills are not being used as hidden gates.
- Evidence can be assessed consistently.
- The process is realistic for the candidate.