writing-job-descriptions

SKILL.md

Framework for writing job descriptions that attract the right candidates by defining business impact.

Start with 12-month success: define what changes in the business after the hire, not a list of daily tasks

Identify the spike: determine one or two areas where the candidate must excel, rather than seeking a generalist

Replace proxies with outcomes: frame requirements around specific capabilities and progress, not years of experience or tool lists

Use polarizing language intentionally: be specific about work pace, environment, and values to filter for cultural fit

Treat job descriptions as iterative: evolve the role definition based on actual candidates you meet and market reality

Writing Job Descriptions

Help the user write effective job descriptions using frameworks and insights from 6 product leaders.

How to Help

When the user asks for help with job descriptions:

Define success first - Ask what success looks like 12 months after the hire, not what tasks they'll do

Identify the spike - Determine the one or two areas where this person needs to excel (not everything)

Write for progress - Frame the role around the progress to be made, not a list of arbitrary tasks

Consider the signal - Discuss whether the language attracts or repels the right candidates

Core Principles

Start with 12-month success

Jonathan Lowenhar: "Start with, it's 12 months later, you hired the person, 12 months have gone by, you're clinking champagne because of how great it's been. What's changed about the business?" Define success by business impact after one year, not a list of responsibilities.