writing-job-descriptions

Writing Job Descriptions (Outcome-Based)

Scope

Covers

• Turning a vague “we should hire X” into a clear role outcome + success scorecard
• Defining competency spikes (major/minor) instead of a generic laundry list
• Writing a high-signal job description that is honest about context (pace, constraints, trade-offs)
• Building a lightweight iteration loop to improve the JD after real candidate conversations

When to use

• “Write a job description / job posting for …”
• “Create a role scorecard / success profile for a new hire.”
• “Make this JD more high-signal (it’s generic and attracting everyone).”
• “Rewrite our JD around outcomes instead of responsibilities.”

When NOT to use

• You haven’t decided whether to hire vs restructure/contract/automation (do org planning first)
• You need a full interview loop, question maps, or structured interview design (use conducting-interviews)
• You need to evaluate candidates, design work samples, or make a hiring decision (use evaluating-candidates)
• You need to build a sales team hiring pipeline or GTM recruiting strategy (use building-sales-team)
• You need to design the new hire’s onboarding experience (use onboarding-new-hires)
• You need legal/HR review for compliance wording (this skill is not legal advice)

Inputs

Minimum required

• Role title + level + function (e.g., “Senior Product Designer”, “Staff Backend Engineer”)
• Team/context (what you build; who the role reports to; key partners)
• Why hire now + the “progress” this role must create
• Success definition: 3–6 outcomes for 12 months after start
• Working model + constraints (remote/hybrid, time zones, travel, on-call, pace)

Missing-info strategy

• Ask up to 5 questions from references/INTAKE.md.
• If answers aren’t available, proceed with explicit assumptions and offer 2 versions: conservative/inclusive and high-intensity/polarizing (if appropriate).

Outputs (deliverables)