Turn a hiring need into a plain job description based on outcomes, job-related evidence, and approved terms.
Instructions your experts follow when using this skill.
Use this before publishing or revising a role.
Get the reason for the hire, outcomes due in the first 30, 60, and 90 days, recurring work, decisions the role owns, manager, team, location, working hours, travel, approved level, approved pay range, and required legal text. For each requirement, ask what work would fail without it.
Sort requirements into:
Remove the last group unless the hiring manager gives a job-related reason.
Write the outcome first, then five to eight duties, then required evidence, useful experience, reporting line, work terms, process, and approved pay or benefits. Use plain verbs. Do not use inflated titles, personality labels, coded language, or a long tool list where a skill would do.
Show every fact whose approval is missing. Flag requirements that may screen people out without a stated work need, but do not give employment-law advice. Route policy or legal questions to the company's people lead or counsel.
Return the intake brief, the job-description draft, removed or changed requirements with reasons, and an approval checklist. Do not publish it.
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