Skills › Knowledge Work Plugins › job-post-builder › role-intake.md
role-intake.md
73 lines · small-business/skills/job-post-builder/reference/role-intake.md at 2574e29
1# Role Intake
3Everything Phase 1 needs to collect before any research or writing starts.
5Ask for whatever is genuinely missing in one grouped message rather than one question
6at a time. If the user has already provided most of this — including a stated preference
7like "send it to DocuSign" — extract it and confirm rather than re-asking.
9**Never guess at a field to avoid asking.** A wrong assumption about compensation or
10credentials costs more than a question.
12---
Role Intake
Everything Phase 1 needs to collect before any research or writing starts.
Ask for whatever is genuinely missing in one grouped message rather than one question at a time. If the user has already provided most of this — including a stated preference like "send it to DocuSign" — extract it and confirm rather than re-asking.
Never guess at a field to avoid asking. A wrong assumption about compensation or credentials costs more than a question.
Raw lines 1 to 13
14## Fields
16| Field | What to get |
17|---|---|
18| Role title | The exact title they want to post |
19| Team and function | Who this person reports to and works with |
20| Key responsibilities | Three to five things this person will own day to day |
21| Must-have qualifications | Hard requirements: years of experience, specific skills, credentials |
22| Nice-to-have qualifications | Preferred but not required |
23| Location and remote policy | On-site, hybrid, or fully remote; location where it matters |
24| Compensation range | The salary band if they have one. Flag that it needs HR or legal sign-off |
25| Existing JD or template | Ask whether a prior version sits in Google Drive or M365, or on their Desktop |
26| Offer delivery preference | See below |
27| Interview process | See below |
29---
Fields
| Field | What to get |
|---|---|
| Role title | The exact title they want to post |
| Team and function | Who this person reports to and works with |
| Key responsibilities | Three to five things this person will own day to day |
| Must-have qualifications | Hard requirements: years of experience, specific skills, credentials |
| Nice-to-have qualifications | Preferred but not required |
| Location and remote policy | On-site, hybrid, or fully remote; location where it matters |
| Compensation range | The salary band if they have one. Flag that it needs HR or legal sign-off |
| Existing JD or template | Ask whether a prior version sits in Google Drive or M365, or on their Desktop |
| Offer delivery preference | See below |
| Interview process | See below |
Raw lines 14 to 30
31## Offer delivery preference
33Capture this in Phase 1 so the right Phase 5 and 6 path is clear before any writing starts.
35- **Send via DocuSign** — the skill opens DocuSign in Chrome, uploads the letter, sets up
36 the envelope, and saves a draft for review before sending.
37- **Word doc only** — the skill saves the offer letter as a `.docx` and stops. The user
38 handles routing themselves.
40---
Offer delivery preference
Capture this in Phase 1 so the right Phase 5 and 6 path is clear before any writing starts.
- Send via DocuSign — the skill opens DocuSign in Chrome, uploads the letter, sets up the envelope, and saves a draft for review before sending.
- Word doc only — the skill saves the offer letter as a
.docxand stops. The user handles routing themselves.
Raw lines 31 to 41
42## Interview process
44This one is critical. The interview guide is organized by stage, and each stage gets its
45own question set. Ask:
47- How many rounds or stages are there?
48- Who conducts each stage? Recruiter, hiring manager, peer, skip-level, panel.
49- What is each stage meant to assess? Culture fit, technical depth, cross-functional
50 collaboration.
51- Is there a take-home exercise or work sample at any stage?
53If the user does not know yet, suggest a sensible default based on role level and company
54size, then confirm before proceeding.
Interview process
This one is critical. The interview guide is organized by stage, and each stage gets its own question set. Ask:
- How many rounds or stages are there?
- Who conducts each stage? Recruiter, hiring manager, peer, skip-level, panel.
- What is each stage meant to assess? Culture fit, technical depth, cross-functional collaboration.
- Is there a take-home exercise or work sample at any stage?
If the user does not know yet, suggest a sensible default based on role level and company size, then confirm before proceeding.
Raw lines 42 to 5556### Default for a business under roughly 25 people
58There is no recruiter and no skip-level. Default to two owner-run stages plus a work
59sample:
611. A 20-minute screening call
622. A working interview
633. A short final talk on terms and start date
Default for a business under roughly 25 people
There is no recruiter and no skip-level. Default to two owner-run stages plus a work sample:
- A 20-minute screening call
- A working interview
- A short final talk on terms and start date
65### Default for a mid-senior individual-contributor role at a larger company
67| Stage | Interviewer | Focus |
68|---|---|---|
69| Phone screen | Recruiter | Communication, baseline fit, logistics |
70| Hiring manager interview | Hiring manager | Scope, ownership, role-specific depth |
71| Peer interview | Team member | Collaboration, working style |
72| Skills or case exercise | Senior IC | Relevant technical or domain depth |
73| Final or culture interview | Skip-level or exec | Values, long-term trajectory |
Default for a mid-senior individual-contributor role at a larger company
| Stage | Interviewer | Focus |
|---|---|---|
| Phone screen | Recruiter | Communication, baseline fit, logistics |
| Hiring manager interview | Hiring manager | Scope, ownership, role-specific depth |
| Peer interview | Team member | Collaboration, working style |
| Skills or case exercise | Senior IC | Relevant technical or domain depth |
| Final or culture interview | Skip-level or exec | Values, long-term trajectory |