Business
Turn a vague role into a hiring scorecard
Converts 'we need someone for marketing' into specific outcomes and assessable signals.
Prompt
Role: {{role}}
What's not getting done today: {{gap}}
Budget: {{budget}}
Team size and context: {{context}}
Build a hiring scorecard:
1. OUTCOMES — 4 measurable things this person must achieve in 6 months
2. MUST-HAVE SKILLS — only what's genuinely required for those outcomes
3. NICE-TO-HAVE — explicitly separated, so it doesn't creep into must-have
4. HOW TO ASSESS EACH — a task or question, not a claim on a CV
5. RED FLAGS specific to this role
6. WHETHER THIS SHOULD BE A HIRE AT ALL — could it be a contractor, an automation, or a process fix?
Challenge my assumptions. If the gap I described doesn't justify a hire, say so.Fill these in
Replace each highlighted variable before sending. Leaving them in place is the most common reason these prompts under-perform.
| Variable | What to put | Example |
|---|---|---|
{{role}} | The role | Content marketer |
{{gap}} | What isn't happening | We publish once a month instead of weekly |
{{budget}} | What you can pay | NPR 60,000/month |
{{context}} | Team and situation | 5 people, no marketing function yet |
Tips for better output
- Point 6 saves the most money — many hiring gaps are process problems.
- Assessment tasks beat interview questions; anyone can describe experience they don't have.