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):
Context snapshot
Role scorecard: success at 12 months (+ optional 30/60/90)
Competency spike map: majors/minors + “evidence of strength”
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.
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.
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.
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).
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.
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.