# One-Page Role Brief Template

Define the work, outcomes, capabilities, requirements, and decision process before applications arrive.

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

1. 
2. 
3. 

### 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.