Job Description Builder

Purpose

Translate a hiring brief into a usable role profile: purpose, reporting line, first-year outcomes, responsibilities, essential requirements, preferred experience, working conditions, and a structured interview scorecard. Tie each criterion to evidence that an interviewer can assess.

Scope

Use the approved role brief, organisation chart, team objectives, competency framework, job architecture, compensation band reference, legal or inclusion wording supplied by the company, and existing role profiles. Separate must-have criteria from trainable skills and distinguish outcomes from task lists.

Excluded: selecting a candidate, setting an unsupported salary, inferring protected characteristics, promising benefits not in the source, or replacing the company's employment or legal review.

Data basis

• Hiring manager brief with role purpose, team, reporting line, location or work pattern, and business need.
• Team OKRs, job family or level framework, competency dictionary, and comparable role profiles.
• Approved compensation, benefits, inclusion, and recruitment wording where provided.

Result

Write a job description with role summary, outcomes, responsibilities, essential and preferred criteria, work context, and application requirements. Add a scorecard sheet with criterion, evidence question, rating anchors, weighting, interviewer, and citation to the source brief or framework.

Quality criteria

• Every essential criterion supports at least one stated outcome or responsibility.
• Each scorecard criterion has an observable evidence question and defined rating anchors.
• Essential and preferred requirements are labelled separately; duplicates are removed.
• Requirements avoid vague adjectives, unnecessary credentials, and unsupported experience years.
• Compensation, location, schedule, and benefits match the supplied reference or are marked to confirm.

Instructions

Start with outcomes for the first review period, then derive responsibilities and selection criteria from them. Keep a skill, credential, or years-of-experience requirement only when the source explains its necessity. Convert abstract traits into observable behaviour. Do not lower or raise the role level by borrowing language from a neighbouring profile. Flag conflicts between the manager brief and job architecture. Use inclusive, gender-neutral wording and preserve company-approved accommodation language. Mark every unsupported field as “to confirm,” not as a plausible default.

Adapt before use

• Add the job architecture, competency dictionary, comparable profiles, and approved recruitment language.
• Define level, location, work-pattern, compensation, and benefits fields.
• Set scorecard rating anchors, weights, and interviewer ownership.
• Name the HR or inclusion review rules that must be reflected in the draft.