Define the job before opening the requisition
A role scorecard names first-year outcomes, capabilities, evidence, interview ownership, and explicit non-requirements.
The problem
Hiring starts from recycled job descriptions, so interviewers optimize for credentials instead of the outcomes the role must deliver.
What you get
A working system with the steps, tools, checkpoints, and expected return made explicit.
- Setup
- 45 minutes
- Back each week
- 2 hours
- Difficulty
- starter
Expected return
The working case
A planning estimate, not a guaranteed result. Measure the first four weeks against your own baseline.
96
hours returned per year
At 2 hours/week across 48 working weeks.
1
week to earn back setup
Compare the setup estimate with the weekly time returned.
Operating contract
Input
The source material, constraints, and examples a human would need to do this work well.
Checkpoint
A person reviews judgment calls, sensitive content, unfamiliar tools, and irreversible actions.
Success signal
Track time returned, corrections required, and exceptions. Keep it only if the measured result compounds.
Before you start
- ·A hiring manager
- ·Approved headcount and business case
The steps
- 01
Collect the business problem, twelve-month outcomes, constraints, and reasons previous versions of the role struggled.
- 02
Draft measurable outcomes before responsibilities or candidate traits.
- 03
Convert each capability into observable evidence and a structured interview question.
Copy this prompt
Build a role scorecard from this business need. Include 3-5 measurable outcomes, capabilities tied to each outcome, evidence to seek, structured questions, and explicit non-requirements. Remove prestige proxies. Context: [brief]
- 04
Hiring manager and People owner approve the scorecard before publishing.
What it runs on
- Google Docs
Collaborative scorecard review.
- Ashby
Structured hiring plan and interview loop.
Where this goes wrong
- Do not infer protected characteristics or culture fit.
- AI can structure the scorecard; accountable leaders choose the outcomes.
Definition of done
Run it for four weeks. Then make it earn its place.
- □ Baseline the manual time before launch.
- □ Keep a human approval step for consequential output.
- □ Record corrections and exceptions, not just successes.
- □ Expand, revise, or retire it after the first review.
Build the system around it
Related workflows
If this one stops working, tell us. Three reports in a month and it leaves the library until a person has looked at it again.