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Writing Job Descriptions (Outcome-Based)

撰写基于成果的职位描述

Scope

适用范围

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 / evaluation rubric / hiring process design (separate workstream)
  • You need legal/HR review for compliance wording (this skill is not legal advice)
涵盖内容
  • 将模糊的"我们应该招聘X岗位"转化为清晰的角色成果+成功评分卡
  • 定义核心能力专长（主要/次要），而非罗列通用要求清单
  • 撰写高辨识度的职位描述，如实说明背景信息（节奏、约束条件、权衡取舍）
  • 建立轻量化的迭代循环，根据与候选人的实际沟通优化职位描述
适用场景
  • "为……撰写职位描述/招聘启事"
  • "为新员工创建角色评分卡/成功画像"
  • "让这份职位描述更具辨识度（目前过于通用，吸引了大量非目标候选人）"
  • "围绕成果而非职责重写我们的职位描述"
不适用场景
  • 你尚未决定是招聘还是重组/外包/自动化（先完成组织规划）
  • 你需要完整的面试流程/评估标准/招聘流程设计（属于独立工作流）
  • 你需要合规措辞的法务/HR审核（本指南不提供法律建议）

Inputs

输入信息

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).
最低要求
  • 岗位名称+职级+职能（例如："高级产品设计师"、"资深后端工程师"）
  • 团队/背景信息（你们的业务方向；该岗位的汇报对象；关键协作伙伴）
  • 招聘时机+该岗位必须推动的"进展"
  • 成功定义：入职12个月后需达成的3-6项成果
  • 工作模式+约束条件（远程/混合办公、时区、出差、值班、工作节奏）
缺失信息处理策略
  • 从references/INTAKE.md中提出最多5个问题。
  • 如果无法获取答案，基于明确假设推进，并提供两个版本：保守/包容性和高强度/差异化（如适用）。

Outputs (deliverables)

输出成果（交付物）

Produce a Job Description Pack in Markdown (in-chat; or as files if requested):
  1. Context snapshot
  2. Role scorecard: success at 12 months (+ optional 30/60/90)
  3. Competency spike map: majors/minors + “evidence of strength”
  4. Job description draft (public): outcome-based, high-signal
  5. Filters: who will thrive / who should not apply (honest, non-discriminatory)
  6. Iteration plan + version log: what to test and how to update after candidate conversations
  7. Risks / Open questions / Next steps (always included)
Templates: references/TEMPLATES.md
Expanded guidance: references/WORKFLOW.md
生成Markdown格式的职位描述包（可在对话中展示；或按需生成文件）：
  1. 背景快照
  2. 角色评分卡：入职12个月后的成功标准（可选包含30/60/90天目标）
  3. 核心能力专长图谱：主要/次要专长+"能力证明"
  4. 公开版职位描述草稿：基于成果、高辨识度
  5. 筛选条件：适配该岗位的人选/不应申请的人选（如实表述，无歧视性内容）
  6. 迭代计划+版本日志：需测试的内容及候选人沟通后的更新方式
  7. 风险/待解决问题/下一步行动（必含内容）
模板：references/TEMPLATES.md
扩展指南：references/WORKFLOW.md

Workflow (7 steps)

工作流程（7步）

1) Intake + constraints (don’t start writing yet)

1) 信息收集+约束确认（暂不开始撰写）

  • Inputs: user request; references/INTAKE.md.
  • Actions: Clarify role, level, “why now”, constraints (location, pace, comp bands if available), and what “good” looks like. Identify what you can/can’t say publicly.
  • Outputs: Context snapshot + assumptions/unknowns list.
  • Checks: You can state in one sentence: “We are hiring X to achieve Y by Z.”
  • 输入：用户需求；references/INTAKE.md。
  • 行动：明确岗位、职级、"为何此时招聘"、约束条件（地点、工作节奏、薪酬范围如可提供），以及"优秀"的定义。确定哪些内容可对外公开，哪些不可。
  • 输出：背景快照+假设/未知事项清单。
  • 检查标准：你能用一句话表述："我们正在招聘X岗位，以在Z时间前达成Y目标。"

2) Define “success 12 months later” (scorecard)

2) 定义"入职12个月后的成功标准"（评分卡）

  • Inputs: business goals, current pains, manager expectations.
  • Actions: Write 3–6 outcomes that would make you “clink champagne” in 12 months. Add measurable indicators where possible.
  • Outputs: Role scorecard (12-month success).
  • Checks: Outcomes describe business impact and shipped/owned artifacts, not just activities.
  • 输入：业务目标、当前痛点、经理期望。
  • 行动：撰写3-6项成果，达成这些成果意味着入职12个月后团队可"举杯庆祝"。尽可能添加可衡量指标。
  • 输出：角色评分卡（12个月成功标准）。
  • 检查标准：成果描述的是业务影响和交付/负责的成果，而非仅为日常活动。

3) Decide the competency spikes (major/minor)

3) 确定核心能力专长（主要/次要）

  • Inputs: role scorecard.
  • Actions: Choose 1 major spike and 1–2 minor spikes. Define what “strong” looks like and how to recognize it (work samples, narratives, portfolio, shipped systems).
  • Outputs: Competency spike map.
  • Checks: Spikes explain why a generalist won’t work; each spike ties to at least one 12-month outcome.
  • 输入：角色评分卡。
  • 行动：选择1项主要专长和1-2项次要专长。定义"能力优秀"的表现，以及如何识别（工作样本、案例、作品集、交付的系统）。
  • 输出：核心能力专长图谱。
  • 检查标准：专长需说明为何通才无法胜任；每项专长至少关联一项12个月成果。

4) Translate outcomes into responsibilities (progress over laundry lists)

4) 将成果转化为职责（聚焦进展而非罗列清单）

  • Inputs: scorecard + spikes.
  • Actions: Convert outcomes into 6–10 responsibilities phrased as progress (“Own X end-to-end”, “Reduce Y from A→B”) rather than “attend meetings”. Remove arbitrary requirements.
  • Outputs: Responsibilities section draft.
  • Checks: Every responsibility maps to at least one outcome; anything that doesn’t map is cut or re-justified.
  • 输入：评分卡+专长。
  • 行动：将成果转化为6-10项职责，表述为进展目标（如"全程负责X"、"将Y从A降至B"），而非"参加会议"这类表述。删除无意义的要求。
  • 输出：职责部分草稿。
  • 检查标准：每项职责至少关联一项成果；无关联的内容需删除或重新说明合理性。

5) Add the “truth” section (high-signal + filtering)

5) 添加"真实情况"部分（高辨识度+筛选）

  • Inputs: team reality: pace, constraints, trade-offs.
  • Actions: Write a candid “How we work / What’s hard here” section and a “Who will thrive / Who won’t” filter. Use polarizing clarity without illegal/discriminatory language.
  • Outputs: Context truth + filters.
  • Checks: A candidate can self-select in/out; claims are honest and specific (not hype).
  • 输入：团队实际情况：节奏、约束条件、权衡取舍。
  • 行动：撰写坦诚的"我们的工作方式/此处的挑战"部分，以及"适配人选/不适配人选"筛选条件。表述清晰且有区分度，但避免非法/歧视性语言。
  • 输出：真实背景+筛选条件。
  • 检查标准：候选人可自行判断是否适配；表述真实具体（无夸大）。

6) Draft the public job description (clean, inclusive, skimmable)

6) 撰写公开版职位描述（简洁、包容、易浏览）

  • Inputs: templates; company/role basics.
  • Actions: Assemble a complete JD using references/TEMPLATES.md. Keep requirements minimal; separate must-haves vs nice-to-haves; avoid jargon and bias.
  • Outputs: JD draft (public).
  • Checks: In 90 seconds, a qualified candidate can answer: “What will I accomplish? Why here? What do I need to be great at?”
  • 输入：模板；公司/岗位基础信息。
  • 行动：使用references/TEMPLATES.md组装完整的职位描述。尽量简化要求；区分必备条件与加分条件；避免行话和偏见。
  • 输出：公开版职位描述草稿。
  • 检查标准：合格候选人可在90秒内明确："我将达成什么目标？为何选择这里？我需要擅长什么？"

7) Iterate + quality gate + finalize pack

7) 迭代+质量校验+最终打包

  • Inputs: JD draft; any candidate feedback; hiring manager review.
  • Actions: Propose what to test (which section is failing: attract vs filter). Create an iteration log. Run references/CHECKLISTS.md and score with references/RUBRIC.md. Add Risks/Open questions/Next steps.
  • Outputs: Final Job Description Pack.
  • Checks: The pack is internally aligned and externally high-signal; unknowns are explicit; iteration triggers are defined.
  • 输入：职位描述草稿；候选人反馈；招聘经理审核意见。
  • 行动：提出需测试的内容（哪个部分效果不佳：吸引候选人还是筛选非目标人选）。创建迭代日志。使用references/CHECKLISTS.md检查，并通过references/RUBRIC.md评分。添加风险/待解决问题/下一步行动。
  • 输出：最终职位描述包。
  • 检查标准：包内容已达成内部共识，对外具有高辨识度；未知事项已明确；迭代触发条件已定义。

Quality gate (required)

质量校验（必做）

  • Use references/CHECKLISTS.md and references/RUBRIC.md.
  • Always include: Risks, Open questions, Next steps.
  • 使用references/CHECKLISTS.md和references/RUBRIC.md。
  • 必须包含：风险、待解决问题、下一步行动。

Examples

示例

Example 1 (Startup, high-pace): “Write a job description for a founding Product Designer for a seed-stage B2B AI tool. We need someone who can ship end-to-end in ambiguity. Include success at 12 months and a candid ‘what’s hard here’ section.”
Expected: clear 12-month outcomes, a design-major spike, honest pace/constraints, and filters that self-select the wrong candidates out.
Example 2 (Scale-up, specialized spike): “Create a role scorecard + job posting for a Staff Backend Engineer owning reliability for a high-traffic API. Emphasize systems thinking and incident ownership.”
Expected: outcome-based responsibilities tied to reliability outcomes, plus a clear major spike (operational excellence) and measurable success criteria.
Boundary example: “Write a JD for a ‘rockstar generalist’ to ‘do whatever is needed’ (no outcomes).”
Response: refuse to invent a laundry list; run intake, define 12-month outcomes and spikes first, then draft.
示例1（初创公司，快节奏）："为种子轮B2B AI工具公司的创始产品设计师撰写职位描述。我们需要能在模糊环境下端到端交付的人选。包含入职12个月的成功标准和坦诚的'此处的挑战'部分。"
预期产出：清晰的12个月成果、以设计为核心的专长、如实说明工作节奏/约束条件，以及可筛选非目标候选人的条件。
示例2（成长期公司，专项专长）："为负责高流量API可靠性的资深后端工程师创建角色评分卡+招聘启事。强调系统思维和事件处理 ownership。"
预期产出：与可靠性成果绑定的基于成果的职责，以及明确的主要专长（运维卓越）和可衡量的成功标准。
边界示例："为'全能型明星选手'撰写职位描述，要求'完成所有需要做的事'（无明确成果）。"
回应：拒绝罗列通用要求；先执行信息收集，定义12个月成果和核心专长，再撰写草稿。